Question 23

Under Ontario'sPay Equity Act, there is a cap on the amount of pay equity adjustments that a Part II private sector employer who prepared a pay equity plan has to make each year. This cap is equal to:

Group of answer choices

5% of the employer's annual payroll

3% of the employer's annual payroll

2% of the employer's annual payroll

1% of the employer's annual payroll

Question 24

Under Ontario's ESA, an employee is entitled to receive three weeks' vacation time after:

Group of answer choices

10 years of service

15 years of service

5 years of service

none of these

Question 25

Which one of the following days is NOT one of the nine public holidays set out in Ontario's ESA?

Group of answer choices

Canada Day

Boxing Day

Labour Day

Remembrance Day

Question 26

To qualify for pregnancy leave under Ontario's ESA, a pregnant employee must have:

Group of answer choices

been hired at least 13 weeks before the expected due date

worked at least 13 weeks before the expected due date

been hired at least 17 weeks before the expected due date

worked at least 17 weeks before the expected due date

Question 27

Ontario's family responsibility leave provisions entitle employees to up to ____ unpaid days of leave per calendar year because of an illness, injury, medical emergency, or urgent matter relating to certain relatives:

Group of answer choices

seven

ten

five

three

Question 28

Which of the following types of employees are NOT covered byanyof the provisions of Ontario's ESA?

Group of answer choices

police officers

students under 18

professionals

high school or college students performing work in a work-experience program

Question 29

Generally speaking, the requirements of the federalPersonal Information Protection and Electronic Documents Act(PIPEDA) do NOT apply to personal information held by provincially regulated employers in Ontario that relates to their:

Group of answer choices

customers

employees

employees

independent contractors

Question 30

InCentre for Addiction and Mental Health v Ontario Public Service Employees Union, the employer decided to conduct surveillance on one of its employees because it wanted to investigate a report that he was working elsewhere while on paid suspension. Upon his return from suspension, the employee claimed that an aversion to water prevented him from performing alternative work in the kitchen (i.e., washing dishes) that the employer offered to him. However, during the video surveillance he had been captured on tape watering his lawn. In the grievance arbitration related to his subsequent dismissal, the arbitrator decided that the videotaped evidence showing him watering his lawn:

Group of answer choices

was inadmissible because the initial reason for the surveillance was different from the ultimate reason for dismissal

was admissible because the video surveillance occurred in a public location where he had little expectation of privacy

was inadmissible because the initial reason for the surveillance was not reasonable

was admissible because it was relevant to the issue of his claimed aversion to water

Question 31

Which of the following employer actions may constitute constructive dismissal for non-union employees?

Group of answer choices

temporary layoffs

probation

All of these

suspension without pay

Question 32

Condonation refers to a situation where:

Group of answer choices

an employer is aware of misconduct but takes no disciplinary action within a reasonable time

the employment contract no longer reflects the employment relationship

the termination clause in the employment contract is unenforceable

the employment contract is ambiguous and therefore will be interpreted against the employer

Question 33

The practice of progressive discipline first arose:

Group of answer choices

in the public sector

in unionized workplaces

in non-unionized workplaces

none of these