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When a manufacturer decides not to hire women in areas requiring heavy lifting, this is an example of indirect discrimination or adverse impact discrimination.Which of the following is NOT covered by the Canadian Human Rights Act?During the interview process, inquiries about the applicant’s religion may be justified if they seek to establish the existence of a bona fide occupational requirement (i.e., if the job involves communicating religious values).A clothing store is recruiting seasonal employees. It is October, and the successful candidates will beoffered three months’ work for the store’s busiest season. One applicant with a solid background in retail sales appears to be pregnant. The supervisor decides not to hire her. What protection does thejob applicant have under human rights law in this situation?Employment equity programs involve any human resource activities introduced into an organization to ensure equality for all employees in all aspects of employment, including recruiting, hiring, compensation, and training.With respect to recruitment and selection, what legislation has precedence over all other legislations?The first step in job analysis is to interview job incumbents.
Which of the following competencies is every member of an organization expected to possess?Why is a job analysis important for recruitment and selection?