Mohawk College

HRM 01

Quiz #3

1)The purpose of an attestation clause is to emphasize the employer’s commitment to due process in the recruitment and selection process.

2. The relevant issue in the Egan v. Alcatel Canada Inc., 2004 case was whether the employee’s common-law notice period should be extended to reflect the manner in which she had been recruited.

3. Employers are liable for the representation made by Executive Search Firms they use.

4. An indemnity clause is one way that an employer can help minimize potential of misrepresentation by a contracted search firm.

5. An employer does not need candidate consent to check references, as long as the candidate has attached the references to their resume.

6. Conducting background checks at the beginning of the process reduces the risk of allegations of discrimination by unsuccessful job applicants.

7. In the case Queen v. Cognos Inc., the Supreme Court of Canada ruled that the employer has the responsibility:

8. Which of the following best describes the ways that an employer can minimize potential for negligent misrepresentation:

9. A tort know as                        occurs when an employee is lured from his/her current positon through inflated promises or aggressive recruiting techniques

10. Which of the following is an example of a restrictive covenant:

11. Which best defines restrictive covenant?