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HRPD 706 Final Exam Questions and Answers- Centennial College
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HRPD 706 Final Exam Questions and Answers- Centennial College/HRPD 706 Final Exam Questions and Answers- Centennial College/HRPD 706 Final Exam Questions and Answers- Centennial College/HRPD 706 Final Exam Questions and Answers- Centennial College/HRPD 706 Final Exam Questions and Answers- Centenni...

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  • August 18, 2022
  • 10
  • 2022/2023
  • Exam (elaborations)
  • Questions & answers

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  • hrpd 706 final exam questions and answers centennial collegehrpd 706 final exam questions and answers centennial collegehrpd 706 final exam questions and answers centennial collegehrpd 706 final

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Chapter 9: Equity in the Workplace
1. Ontario’s Pay Equity Act applies to all provincially regulated private sector employers that have:
(a) 10 or more employees
(b) 20 or more employees
(c) 50 or more employees
(d) 100 or more employee Answer: A

2. The Federal Contractors Program applies to:
(a) companies with at least 50 employees who bid on federal contracts worth $100,000 or more
(b) companies with at least 100 employees who bid on federal contracts worth $100,000 or more
(c) companies with at least 100 employees who bid on federal contracts worth at least $1,000,000
(d) companies with at least 200 employees who bid on federal contracts worth at least $1,200,000
Answer: C

3. Generally speaking, under Ontario’s Pay Equity Act, a job class is considered “female-dominated” when:
(a) 50% of the incumbents are female
(b) 60% of the incumbents are female
(c) 70% of the incumbents are female
(d) none of the above Answer: B

4. Under Ontario’s Pay Equity Act, an employer that has three bargaining units, as well as non-union
employees, in its establishment is allowed to have:
(a) two pay equity plans
(b) three pay equity plans
(c) four pay equity plans
(d) none of the above Answer: C

5. Under Ontario’s Pay Equity Act, there is a cap on the amount of pay equity adjustments that a private sector
employer has to make each year. This cap is equal to:
a) 1% of the employer’s annual payroll
(b) 2% of the employer’s annual payroll
(c) 3% of the employer’s annual payroll
(d) 5% of the employer’s annual payroll Answer: A

6. Ontario’s “equal pay for equal work” requirements are found in the:
(a) Pay Equity Act
(b) Employment Standards Act
(c) Employment Equity Act
(d) Human Rights Code Answer: A

7. Ontario’s Pay Equity Act applies to all public sector employers in Ontario as long as they have:
(a) 10 or more employees
(b) 50 or more employees
(c) 100 or more employees
(d) none of the above Answer: D

8. Which one of the following is NOT true of jobs that are part of the same female job class?
(a) the jobs have similar qualifications
(b) the jobs are filled by similar recruiting procedures
(c) the jobs have the same compensation schedule or range
(d) the jobs only have female incumbents Answer: D

9. “Job rate” is defined as:
(a) the lowest rate of pay
(b) the top rate of pay


Final Exam, Centennial College, Winter 2015. Chapters 9 to 16

, (c) the average rate of pay
(d) the median rate of pay Answer: B

10. Which one of the following is NOT required of employers covered by the Federal Contractors Program?
(a) to collect data on its workforce composition
(b) to complete a workforce analysis
(c) to meet hiring quotas established by the federal government
(d) to make reasonable progress and reasonable efforts toward achieving employment equity Answer: C

11. Ontario’s Pay Equity Act is aimed at preventing wage discrimination against women and visible minorities.
False

12. In Ontario, there is no statutory requirement to implement an employment equity program. True

13. The federal Employment Equity Act covers four designated groups: women, disabled people, visible
minorities, and people over the age of 65. Answer: False

14. Ontario’s “equal pay for equal work” and “equal pay for work of equal value” provisions require job
comparisons based on the same four factors—skill, effort, responsibility, and working conditions. Answer: TRUE

15. Where more than one comparable male job is found using the direct job-to-job comparison method, pay
equity is achieved when the female job rate at least equals the average job rate of the comparable male jobs.
Answer: FALSE

16. Under Ontario’s Pay Equity Act, only female employees may file a complaint with the Pay Equity
Commission. FALSE

17. Under Ontario’s Pay Equity Act, a private sector employer who is unable to find a male comparator for any
one of its female-dominated jobs using the direct job-to-job comparison method must then use the proportional
value comparison method to achieve pay equity for that job. TRUE

18. Under Ontario’s Pay Equity Act, the proxy comparison method of making job comparisons is required in
both the private and the public sectors. FALSE

19. Under Ontario’s Pay Equity Act, where a male job class is paid more than an equally valued female job
class, the employer may correct the inequity by reducing the job rate of the male job class. FALSE

20. Under Ontario’s Pay Equity Act, once pay equity is achieved, subsequent pay differentials that result from
differences in bargaining strength are allowable. TRUE

21. The purpose of Ontario’s Pay Equity Act is to ensure that all employees are paid based on the value of their job
to the employer. FALSE

22. Employers who began operating in Ontario after January 1, 1988 are required to comply with the Pay Equity Act
immediately; there is no phase-in period. TRUE

23. A gender-neutral job evaluation system is one that recognizes commonly overlooked features of work typically
performed by women, such as multi-tasking. TRUE

24. There is no minimum number of jobs in a job class; a single position may constitute a job class. TRUE

25. As long as the top rate of pay is the same for the female-dominated job class and its male comparator group, the
Pay Equity Act does NOT require that the number of steps required to achieve that job rate be the same.TRUE

26. Employers covered by the Federal Contractors Program do not have to report their workforce statistics publicly.
TRUE

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