QUIZ QUESTIONS WEEK 1

Question 1

What are the main sources of Employment Law in Canada? - B

A. Common Law, Regulations, the Charter B. Common Law, Statue Law and Constitutional Law C. Common Law, Murphy’s Law, Statute Law

Question 2

Laws in Canada are created by - A

A. Statutes and Regulations B. Tribunals and Boards C. Municipalities

Question 3

What section of the Canadian Charter of Rights and Freedoms is most relevant to Employment Law? - A

A. Section 15 B. Section 7 C. Section 3

Question 4

How is common law 'created'? - B

A. By lawyers and paralegals B. Through court judgments C. Through our legal citizens

Question 5

How would a new employment statute be crated in the Ontario Legislature? - b

A. Through vigorous debate in the Provincial Legislature B. Through a government bill from the Provincial Legislature C. Through a regulation from the Provincial Legislature

Question 6

What best describes the term “statutory interpretation”? - a

A. A process where judges or administrative tribunal members interpret statutes B. A process where we try to understand the meaning of statutes C. A process where we determine a statutes’ citation

Question 7

The term “division of powers” refers to the constitutional separation between what two powers? - c

A. Provincial and municipal powers B. Federal and regulation powers C. Federal and provincial powers

Question 8

Which of the following statutes are related to employment matters? - c

A. Occupational Health and Safety Act B. Pay Equity Act C. Accessibility for Ontarians with Disabilities Act D. All of the above E. None of the above

Question 9

Are independent contractors covered under the Employment Standards Act? - d

A. Yes, completely B. Only for termination clauses C. Only for safety provisions D. No, not at all

Question 10

If an employee wishes to complain about their employer for non-compliance with the Employment Standards Act, 2000, a good first step is: -b

A. File a lawsuit with the proper court B. File an application with proper administrative tribunal C. File an application with local grocery store

WEEK 2

Question 1

1. What is a key difference between the Charter of Right and Freedoms and human rights codes? - A

   	A.	Applicability - Human rights codes apply to actions of individuals or companies, Charter applies to actions of governments
   	B.	Complexity - The Charter is more complex than human rights codes
   	C.	Legality - Human rights codes are not legal.

1 points  

Question 2

1. Human rights codes only apply to: -B

   	A.	Any issue that may arise
   	B.	Specific prohibited grounds
   	C.	Only issues encountered on a road or highway

1 points  

Question 3

1. Jane wants to file a human rights complaint, but Reza says our employment contract says that we cannot.  Is this permitted under the human rights legislation? -B

   	A.	Yes. The legislation allows it.
   	B.	No.  The legislation does not allow it.
   	C.	Sometimes... depending on the issue.

1 points  

Question 4

1. Human rights codes protect individuals through what stages of employment?- d

   	A.	Hiring process
   	B.	During your employment
   	C.	Termination process
   	D.	All of these stages of employment

1 points  

Question 5

1. Human rights codes are ‘remedial’ legislation, which means? -B

   	A.	It is meant to punish offenders
   	B.	It is meant right wrongs and provide solutions
   	C.	It is meant to put offenders in prison

1 points  

Question 6

1. A job candidate ‘misrepresented’ himself… is this illegal under the law?-A

   	A.	No, job candidates are not legally required to be honest, but can be dismissed for cause
   	B.	Yes, job candidates must be honest, and can be sued or arrested for dishonesty

WEEK 3

Question 1

1. What is an advantage of a written employment contract? - c

   	A.	Decreases employee theft
   	B.	Clarifies your view of the world
   	C.	Reduce Misunderstandings

1 points  

Question 2

1. Which of the following is NOT a common contractual term?- c

   	A.	Remuneration
   	B.	Probationary Period
   	C.	Number of employees
   	D.	Job Description

1 points  

Question 3

1. What is an implied term of an employment contract?- a

   	A.	Terms automatically incorporated into every contract unless expressly excluded
   	B.	Terms regarding your personal background
   	C.	Terms you cannot see but feel

1 points  

Question 4

1. What is an EXAMPLE of an implied term of an employment contract? - b

   	A.	Leave the office with office supplies
   	B.	Proper behavior at work
   	C.	Tell everyone at home confidential work information

1 points  

Question 5

1. What is a ‘restrictive covenant’ in employment contracts? - a

   	A.	Contract clauses designed to protect the employer’s business interests
   	B.	Contract clauses that guarantee your religious faith
   	C.	Contract clauses that outline your work duties

1 points  

Question 6

1. What are some forms of discrimination under the Human Rights Code? - b

   	A.	Legislative, constitutional, regulatory
   	B.	Adverse impact, direct, indirect, constructive
   	C.	Known, unknown, popular

1 points  

Question 7

1. What is the term for when a workplace must meet the needs of employees through policies, practices, or physical environments who belong to protected groups under the Human Rights Code? - b

   	A.	Safety recommendations
   	B.	Duty to accommodate
   	C.	Reading legislation

1 points  

Question 8

1. Bill is absent from work because of a disability. Mary said that he is entitled to the same benefits as other employees who are absent for other reasons: - a

   	A.	True
   	B.	False

1 points  

Question 9

1. Which of the following is NOT an example of undue hardship under the Human Rights Code? - c

   	A.	Accommodating may pose a serious health and safety risk to other employees
   	B.	The costs are so substantial it threatens the businesses viability
   	C.	The accommodation device would be extremely unattractive

1 points  

Question 10

1. What is the “Meiorin test”? -c

   	A.	A court test to determine workload in the workplace
   	B.	A court test to determine fairness in the workplace
   	C.	A court test to determine discrimination in the workplace

WEEK 4

Question 1

1. The equity, diversity, and inclusion (EDI) approach means: - B

   	A.	To give minorities a job
   	B.	To promote a fair, inclusive work environment
   	C.	To prove equality works

10 points  

Question 2

1. Why is ‘systemic discrimination’ more difficult to find than ‘overt discrimination’? -B

   	A.	It is so rare in Canada
   	B.	It is often buried within company policies and practices
   	C.	It only deals with other languages in a culture

10 points  

Question 3

1. The Pay Equity Act (PEA) defines value based on: - A

   	A.	skill, effort, responsibility, and working conditions
   	B.	gender and family history
   	C.	health and social status

10 points  

Question 4

1. Non-compliance with Accessibility for Ontarians with Disabilities Act (AODA)  standards can result in penalties for the employer, including - B

   	A.	up to $10,000 per day for corporations and $5,000 per day for individuals
   	B.	up to $100,000 per day for corporations and $50,000 per day for individuals
   	C.	Criminal penalties

10 points  

Question 5

1. What does the Employment Standards Act (ESA) establish for Ontario workplaces?- B

   	A.	Maximum salary limits
   	B.	Minimum terms and conditions of work
   	C.	Taxation rules for employers
   	D.	Federal workplace guidelines

10 points  

Question 6

1. The Employment Standards Act (ESA) requires employers implement written policies on electronic monitoring, if there are:-B

   	A.	Under 25 employees
   	B.	Over 25 employees
   	C.	Under 50 employees
   	D.	Over 50 employees

10 points  

Question 7

1. The Employment Standards Act (ESA) applies to all employees in Ontario:- C

   	A.	With exemptions for some occupations, such as federally regulated sectors
   	B.	With exemptions for certain types of workers, such as manager and independent contractors
   	C.	Both examples A and B
   	D.	No exemptions exist

10 points  

Question 8

1. The Employment Standards Act (ESA) DOES NOT set out limits on: - C

   	A.	Work hours
   	B.	Overtime
   	C.	Number of complaints
   	D.	Eating periods timing

10 points  

Question 9

1. Enforcement of the Employment Standards Act (ESA) is mainly based on: -

   	A.	Employee complaints
   	B.	Employer observance
   	C.	Limits on employee work hours

10 points  

Question 10

1. Under the Employment Standards Act (ESA) statutory leaves are: -

   	A.	Mostly paid
   	B.	Mostly unpaid
   	C.	Depends on your union agreement

QUESTION 1

1. What is the primary goal of the Occupational Health and Safety Act (OHSA)?-b

   	A.	Raise employee income
   	B.	Prevent accidents and diseases
   	C.	Reduce workplace productivity
   	D.	Enforce unionized labor rules

1 points  

QUESTION 2

1. How is the term "workplace" defined under the Occupational Health and Safety Act?-b

   	A.	A union-approved job site
   	B.	Any place where work is performed
   	C.	A fixed office location only
   	D.	A provincally approved facility

1 points  

QUESTION 3

1. Under the Occupational Health and Safety Act, can a worker refuse work?-b

   	A.	Yes, if the worker cannot do the work
   	B.	Yes, if the worker honestly believes it is unsafe
   	C.	No. A worker can never refuse work.

1 points  

QUESTION 4

1. How is an employer obligated to address workplace violence?-d

   	A.	Conduct risk assessments for violence
   	B.	Create policies and programs to address violence and harassment
   	C.	Provide appropriate information and instruction to workers on the policies
   	D.	All of the above
   	E.	None of the above

1 points  

QUESTION 5

1. Failure of employers to fulfill statutory duties under the OHSA can result in:-e

   	A.	Loss of health benefits
   	B.	Significant fines
   	C.	Imprisonment
   	D.	A and B above
   	E.	B and C above

Question 1

1. What is the key to establishing the employee-employer relationship? - b

   	A.	The unions
   	B.	The employment contract
   	C.	The company policies

1 points  

Question 2

1. What communicates workplace rules and standards?- c

   	A.	The unions
   	B.	The employment contract
   	C.	The company policies

1 points  

Question 3

1. ‘Performance Management’ deals with which of the following?- c

   	A.	Performance appraisals
   	B.	Progressive discipline
   	C.	Both of the above

1 points  

Question 4

1. If employers desire to fundamental changes to the employment terms, the employees require: - b

   	A.	Termination warnings
   	B.	Proper notice
   	C.	Posters in the workplace

1 points  

Question 5

1. Resignation requires ‘advance notice’:- b

   	A.	Under the Employment Standards Act legislation
   	B.	Under the Common Law
   	C.	Under both of the above

Question 1

1. What is the main purpose of the Workplace Safety and Insurance Act, 1997 (WSIA)- a

   	A.	Compensating and reintegrating workers who suffer work-related injuries and illnesses
   	B.	Compensating and reintegrating workers who have accessibility issues
   	C.	Compensating and reintegrating workers who have suffered work-related assault

1 points  

Question 2

1. What are some features of the Workplace Safety and Insurance Act, 1997 (WSIA)- c

   	A.	Benefits for injured workers are funded entirely by employers in the province
   	B.	Workers cannot contribute to premiums or waive their rights to benefits
   	C.	Both A and B
   	D.	Neither A and B

1 points  

Question 3

1. If a worker has established the existence of a work-related injury or illness, they will be entitled to certain benefits under the WSIA: - d

   	A.	Lost earnings on the day of injury, including wages and benefits.
   	B.	Health care costs, including modifications to a home or vehicle.
   	C.	Loss of retirement income benefits (pension)
   	D.	All of the above

1 points  

Question 4- true

1. Federal employees are covered by the workers’ compensation board in the province in which they work?

   True

   False

1 points  

Question 5

1. To complete the ‘Right of Reinstatement” process, a worker must:- c

   	A.	Consent to the disclosure of pertinent medical information
   	B.	Must cooperate with the process
   	C.	Both of the above
   	D.	None of the above

1 points  

Question 6

1. A key to the Dismissal with Cause process is:- a

   	A.	Procedural fairness
   	B.	Filing the documentation
   	C.	Watching the worker closely

1 points  

Question 7

1. Which is NOT a “Just Cause” ground for Dismissal: -c

   	A.	Insubordination
   	B.	Dishonesty
   	C.	Non-cleanliness

1 points  

Question 8

1. Joe works for an accounting firm and was charged and convicted of fraud.  Is a basis for dismissal? - true

   True

   False

1 points  

Question 9

1. Mary has been stealing items from the workplace for two years, and everyone was aware of the theft.  How is this significant? -b

   	A.	It can make her big profit on the internet
   	B.	The employer has a weaker case to establish 'just cause' for dismissal
   	C.	Is has no significance at all

1 points  

Question 10

1. Can having a second job, or ‘Moonlighting’, be just cause for Dismissal? -b

   	A.	Yes, the employee can be dismissed easily
   	B.	Only if the second job creates a significant conflict of interest
   	C.	Only if the second job makes employer management angry