Mohawk College HRM 01 Quiz #2 1)Discrimination based on which of the following grounds is prohibited by the OHRC:   If you discriminate on the grounds of race, colour, religion or creed, physical and mental disability, sex, or marital status in the selection process, what legislation will you be violating?   Human rights legislation allows employers to discriminate if employment preferences are based on:   Employment has been interpreted broadly to include all but the following:   Under the Human Rights Code creed refers to an individual’s:   Which of the following is not protected by the Human Rights Code:   The Code defines “family status” as:   In the case Mottu v

Mohawk College

HRM 01

Quiz #2

1)Discrimination based on which of the following grounds is prohibited by the OHRC:

2. If you discriminate on the grounds of race, colour, religion or creed, physical and mental disability, sex, or marital status in the selection process, what legislation will you be violating?

3. Human rights legislation allows employers to discriminate if employment preferences are based on:

4. Employment has been interpreted broadly to include all but the following:

5. Under the Human Rights Code creed refers to an individual’s:

6. Which of the following is not protected by the Human Rights Code:

7. The Code defines “family status” as:

8. In the case Mottu v. MacLeod the ruling by the tribunal determined that:

9. Which of the following is not an example of a special service organization:

10. The following are examples of information that should be requested only after an employer makes a conditional offer, except:

11. Which of the following questions is not acceptable to include on a job application form?

12. Special employment may be allowed for certain types of organizations.

13. In Ontario, someone who is discriminated on the basis of political belief can file an application under the Code.

14. The Human Rights Code is a quasi-constitutional law

15. In a situation where there is conflict between the Code and another Ontario law, such as the Employment Standards Act, 2000, the Code prevails (unless the other law states that it applies despite the Code)