IHRM 0988 Employment law TEST- University of Toronto
0 view 0 purchase
Module
IHRM 0988
Institution
IHRM 0988
IHRM 0988 Employment law TEST- University of Toronto/IHRM 0988 Employment law TEST- University of Toronto/IHRM 0988 Employment law TEST- University of Toronto/IHRM 0988 Employment law TEST- University of Toronto/IHRM 0988 Employment law TEST- University of Toronto
ihrm 0988 employment law test university of torontoihrm 0988 employment law test university of torontoihrm 0988 employment law test university of torontoihrm 0988 employment law test university
Written for
IHRM 0988
All documents for this subject (2)
Seller
Follow
VEVA2K
Reviews received
Content preview
The common law tort of “allurement” refers to a situation where an employer:
(a) hires the employee without properly checking references
(b) breaches the employment contract before it begins
(c) entices the job applicant from another job through aggressive recruiting or
inflated promises
(d) none of the above
The restrictive clause that courts are least likely to enforce is:
(a) a non-competition clause
(b) a non-solicitation clause
(c) a non-disclosure clause
shared
This study via
(d) an ownership of intellectual property clause
resource
It is best to have a written employment contract signed:
CourseHero.com
was
(a) just after the employee starts work
(b) at the end of the employee’s probationary period
(c) before the employee starts work
(d) before the employee gets a chance to read it
To be enforceable, an employment contract requires “consideration.” This means that:
(a) something of value must be exchanged for the promises given
(b) the parties must not be unreasonable in the terms imposed
(c) the employer must consider the employee’s situation in setting the terms
(d) none of the above
What is the name of the clause that typically appears at the end of a job application form that
states that the information provided is true and complete to the applicant’s knowledge and
that a false statement may lead to dismissal for cause?
(a) a promissory clause
(b) a reference confirmation clause
(c) a good faith clause
(d) an attestation
clause
The Ontario Human Rights Commission considers “undue hardship” shown where the cost of the
accommodation would:
(a) exceed $500
(b) exceed $10,000
(c) exceed $50,000
(d) substantially affect the viability of the employer’s business
,Remedies under Ontario’s Human Rights Code can include:
(a) ordering the employer to hire or reinstate an individual
(b) compensation for lost earnings
(c) compensation for non-monetary damages
(d) all of the above
The Ontario Human Rights Tribunal may refuse to deal with an application if the applicant has
waited longer than:
(a) 6 months from the last incident of discrimination to file the application
(b) 9 months from the last incident of discrimination to file the application
(c) 12 months from the last incident of discrimination to file the application
shared
This study via
(d) 24 months from the last incident of discrimination to file the application
resource
Providing a voice synthesizer to help a physically disabled employee perform an essential job
duty is an example of:
CourseHero.com
was
(a) constructive discrimination
(b) undue hardship
(c) a BFOQ
(d) reasonable accommodation
Under Ontario’s Human Rights Code, sexual harassment covers a broad range of comments or
conduct. Whether any given comment or conduct constitutes sexual harassment depends on:
(a) whether the harasser intended it to be offensive
(b) whether a reasonable person in the recipient’s position would find the comments or
conduct offensive
(c) whether the recipient found the comments or conduct offensive
(d) none of the above
Which of the following is NOT true during an investigation of alleged sexual harassment?
(a) witnesses should be interviewed together so that they can confirm or correct each
other’s statements
(b) witnesses should be interviewed separately
(c) witnesses should be asked non-leading questions
(d) witnesses should be asked to put their statements in writing
,Employees who seek accommodation under Ontario’s Human Rights Code have a duty to
cooperate in the accommodation process. Which one of the following is NOT part of that
duty?
(a) to request accommodation from the employer
(b) to provide information to the employer regarding relevant restrictions or limitations
(c) to provide the employer with a diagnosis of the disability from a qualified health
care professional
(d) none of the above
Firing an employee for filing a human rights complaint is called:
shared via
(a) constructive discrimination
This study
(b) a reprisal
resource
(c) systemic discrimination
(d) adverse impact discrimination
CourseHero.com
was
“Harassment” under Ontario’s Human Rights Code usually requires a course of vexatious
comment or conduct, rather than a single incident.
TRUE/FALSE
Under Ontario’s Human Rights Code, health and safety is one of the factors considered in
determining undue hardship.
TRUE/FALSE
Courts and tribunals generally do not require small employers to accommodate employees who
require time off from work for religious observance.
TRUE/FALSE
An employer is only responsible for harassment of which it is aware.
TRUE/FALSE
An employer should only investigate a complaint of harassment with the consent of the
individual being harassed.
TRUE/FALSE
In unionized workplaces, unions, as well as employers and employees, have a legal obligation to
participate in the accommodation process.
TRUE/FALSE
Online Exam 1_01
Return to Assessment List
Part 1 of 1 - 100.0 Points
Question 1 of 20
5.0 Points
, Which one of the following statements is more consistent with independent contractor status
than employee status?
A. The length of the service is indefinite.
B. The employer sets the time and place of service.
C. The worker has a personal, financial investment in the business.
D. The worker may be terminated by the employer at will.
Question 2 of 20
5.0 Points
An employment contract is a type of contract.
A. consumer
B. indefinite
C. unwritten
D. personal service
Question 3 of 20
5.0 Points
The two types of actual authority an employee has are:
A. express and implied.
B. apparent and implied.
C. apparent and express.
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller VEVA2K. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for £15.53. You're not tied to anything after your purchase.
