Employment Law Quiz: Discrimination and Rights

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

Which of the following is NOT a protected ground under the law in the provided content?

Sex

Marital status

Financial status (correct)

Physical or mental disability

What is a 'bona fide occupational requirement'?

A requirement that is necessary for the performance of a job, even if it may discriminate against certain groups. (correct)

A requirement that is based on the employer's personal preferences.

A requirement that is based on the employer's financial situation.

A requirement that is based on the employer's desire to create a diverse workplace.

What does the law say about publishing job advertisements that express a limitation based on age?

It is only legal if the advertisement is for a senior-level position.

It is always illegal to limit job advertisements based on age.

It is only legal for certain types of jobs, such as those requiring physical strength.

It is legal as long as the age limitation is based on a bona fide occupational requirement. (correct)

Which of the following circumstances exempts landlords from the requirement to accommodate a person's disability when renting a space?

The space is specifically designed to accommodate people with disabilities and is only offered to people with disabilities. (C) Signup and view all the answers

Which of the following is NOT an exception to the rule prohibiting discrimination in wages based on sex?

Personal preference of the employer (D) Signup and view all the answers

What does the term 'family status' refer to in the context of the provided content?

The composition and structure of a person's family. (A) Signup and view all the answers

What is the purpose of the law prohibiting discrimination in employment advertisements?

To ensure that everyone has an equal opportunity to apply for jobs. (D) Signup and view all the answers

When is it permissible for a landlord to refuse to rent a space to a person based on their family status?

If the space is in a building with a specific age restriction, like a senior living building. (C) Signup and view all the answers

What does the term 'prescribed class of residential premises' refer to in the context of the content provided?

Residential premises that have specific features or restrictions, outlined by law. (B) Signup and view all the answers

What is the main purpose of the law outlined in the provided content?

To protect the rights of individuals from discrimination. (C) Signup and view all the answers

Which of the following is NOT a protected ground under the law regarding employment discrimination?

Financial Stability (A) Signup and view all the answers

According to the content, an employer can legally refuse to hire someone based on their:

Age, if it is part of a bona fide retirement plan. (C) Signup and view all the answers

Which of the following is NOT considered a bona fide occupational requirement for employment?

A requirement for a specific religious belief for a job. (D) Signup and view all the answers

What does the law state about reducing an employee's pay to comply with equal pay regulations?

Reducing an employee's pay is always illegal. (C) Signup and view all the answers

According to the content, under what circumstances is it legal for an employer to pay employees of different sexes differently?

If the difference in pay is based on factors other than sex, such as experience or performance. (B) Signup and view all the answers

What is the legal timeframe for an employee to take legal action if they are paid less than the rate they are entitled to?

They must start the action within 12 months of the termination of their services. (D) Signup and view all the answers

What does the law state about the right of an employee to recover unpaid wages?

An employee can recover unpaid wages if they are paid less than the rate they are entitled to, but only for the 12 months prior to the earlier of their termination or the start of the action. (D) Signup and view all the answers

Which of the following practices is prohibited under the law regarding employment agencies?

Refusing to refer a person for employment based on their marital status. (D) Signup and view all the answers

If an employer refuses to hire someone based on their sexual orientation, what could this be considered?

A violation of the employee's right to equal opportunity. (D) Signup and view all the answers

A person with a physical disability applies for a job, but the employer refuses to hire them because of their disability. Is this legal?

No, it is illegal to discriminate against someone based on their disability. (C) Signup and view all the answers

Which of the following groups is NOT included as a protected ground in the exemptions section of the code?

Individuals based on their socio-economic status (B) Signup and view all the answers

Which of the following is NOT a protected ground under the code?

Criminal Record (A) Signup and view all the answers

According to the code, can a charitable organization discriminate against individuals based on their place of origin if it aims to provide support to a specific community?

Yes, because it is only serving a specific community. (C) Signup and view all the answers

What does the code state about special programs aimed at improving conditions for disadvantaged groups?

Such programs are allowed as long as their objective is to improve conditions for disadvantaged groups and it is likely to be achieved. (A) Signup and view all the answers

What does the code state about prohibiting discrimination against someone because they complain about discrimination?

It is prohibited and considered a contravention of the code. (D) Signup and view all the answers

What does the code state about legal proceedings based on a violation of the code?

Proceedings can be brought against both individuals and organizations. (C) Signup and view all the answers

Which of the following can NOT be considered a contravention of the code under the special program provisions?

A program that aims to improve the conditions for individuals who are disadvantaged by their physical disability. (A), A program that primarily benefits individuals of a specific religious background. (B), A program that aims to recruit individuals based on their experience in a particular industry. (C), A program that aims to prioritize individuals based on their close proximity to the workplace. (E), A program that aims to improve the employment opportunities for members of a specific racial group. (F) Signup and view all the answers

Which of the following statements about the code is TRUE?

The code allows for distinctions based on protected grounds if they are required by law. (C) Signup and view all the answers

Can a company justify preferring individuals from a minority group for a job based on the company's commitment to diversity?

Yes, if the program is designed to address the disadvantage faced by that minority group and is likely to achieve that objective. (F) Signup and view all the answers

A company is holding an event where they are providing free food and drinks. They are also advertising the event as free for all company employees. However, they have added that only employees who identify as a certain religion will be able to get a free meal. Which of the following is the most accurate statement based on the content of the code?

This is illegal because the company is discriminating based on a protected ground. (B) Signup and view all the answers

According to the BC Human Rights Code, what is the definition of "age"?

An age of 19 years or more (D) Signup and view all the answers

The BC Human Rights Code defines "discrimination" as including which of the following?

Conduct described in specific sections of the Code (B) Signup and view all the answers

The term "person" in the BC Human Rights Code includes which of the following?

Individuals and organizations, including employers and trade unions (C) Signup and view all the answers

According to the BC Human Rights Code, what is the definition of "employment"?

A relationship of master and servant, master and apprentice, or principal and agent, if a substantial part of the agent’s services relates to the affairs of one principal (D) Signup and view all the answers

According to the provided content, which of the following is NOT considered a protected ground for discrimination in the purchase of a commercial unit or dwelling unit?

Political Affiliation (D) Signup and view all the answers

In relation to renting premises, what is NOT a protected ground against discrimination, as outlined in the provided content?

Educational Background (B) Signup and view all the answers

Which of the following scenarios is explicitly permitted as an exception to discrimination based on sex, according to the provided information?

Charging different car insurance premiums based on gender. (D) Signup and view all the answers

Which of the following protected grounds is specifically mentioned in the context of discrimination regarding tenancy premises?

Lawful Source of Income (A) Signup and view all the answers

The provided content suggests that discrimination based on ___________ is NOT permissible when it comes to renting premises.

Age (B) Signup and view all the answers

Which of the following grounds is explicitly mentioned in the context of discrimination in the purchase of property?

Religious Affiliation (D) Signup and view all the answers

Which scenario would be considered discriminatory under the provided content regarding purchasing property?

Offering a lower price to a buyer who is a member of a specific religious group. (A) Signup and view all the answers

According to the provided information, is it permissible to discriminate based on gender when selling a property?

No, discrimination based on gender is always prohibited when selling property. (A) Signup and view all the answers

Study Notes

BC Human Rights Code Definitions

"age": 19 years or more
"chair": member designated under section 31
"collective agreement": a collective agreement as defined in the Labour Relations Code
"commissioner": Human Rights Commissioner appointed under section 47.01
"complainant": person or group of people filing a complaint under section 21
"complaint": complaint filed under section 21
"discrimination": includes conduct described in sections 7, 8 (1)(a), (9)(a) and (b), 10(1)(a), 11, 13(1)(a) and (2), 14(a) and (b), 43 and 47.21
"employers' organization": organization of employers formed for purposes relating to employer-employee relations
"employment": includes master-servant, master-apprentice, and principal-agent relationships
"employment agency": person who procures employees for employers or employment for persons
"Indigenous": Indigenous people as defined in the Declaration on the Rights of Indigenous Peoples Act
"intervenor": commissioner or other person entitled to intervene under section 22.1
"member": person appointed under section 31 as a member of the tribunal
"occupational association": organization (excluding trade unions and employers' organizations) where membership is prerequisite to trade, occupation, or profession
"panel": panel designated under section 27.1 (1)(b)
"party": complainant, person against whom the complaint is made, and any person added by the tribunal
"person": includes employers, employment agencies, employers' organizations, occupational associations, and trade unions
"trade union": organization of employees formed for the purpose of regulating relations between employees and employers
"tribunal": British Columbia Human Rights Tribunal

BC Human Rights Code Purposes

(a) foster a society where participation in British Columbia's economic, social, political and cultural life is unimpeded
(b) promote a climate of understanding and mutual respect among all individuals
(c) prevent discrimination prohibited by the Code
(d) identify and eliminate ongoing patterns of inequality associated with prohibited discrimination
(e) provide a means of redress to those discriminated against contrary to the Code

BC Human Rights Code Other Provisions

Code prevails: if conflict between this Code and any other enactment, this Code takes precedence
Discriminatory publication: prohibits publishing, issuing or displaying a statement or representation that indicates discrimination or is likely to subject an individual to hatred or contempt due to certain protected characteristics
Discrimination in accommodation, service and facility: prohibits denying a service or facility available to the public because of protected characteristics
Discrimination in purchase of property: prohibits denying the opportunity to purchase property based on protected characteristics
Discrimination in tenancy premises: prohibits denying the right to occupy or discriminating in terms or conditions of a tenancy based on protected characteristics
Discrimination in employment advertisements: prohibits employment advertisements that express limitations, specifications or preferences based on protected characteristics (unless a bona fide occupational requirement)
Discrimination in wages: prohibits paying different wages for similar or substantially similar work based on gender
Discrimination in employment: prohibits refusing to employ or discriminate against someone based on protected characteristics (or criminal offense unrelated to employment)
Discrimination by unions: prohibits trade unions, employers organizations, or occupational associations from excluding any member based on protected characteristics
Complaints: any person alleging a contravention of the Code can file a complaint with the tribunal in satisfactory form
Time limit for filing a complaint: complaints must be filed within 1 year of the alleged contravention (or, for ongoing contraventions, the last instance)
Dismissal of a complaint: a member or panel may dismiss a complaint if it's out of the tribunal's jurisdiction, doesn't violate the Code, lacks a reasonable prospect of success, or was filed improperly.
Assignment of complaints: the chair can assign a complaint to a single member or a panel of three members
Evidence: a member/panel can accept any evidence, even if inadmissible in court.
Powers to make rules: the tribunal can create rules to resolve complaints efficiently
Dismissal for failure to pursue complaint: failure to act on notice to diligently pursue a complaint may lead to dismissal
Assisting parties to settle: members or designated individuals can assist parties in settlement (mediation)
Enforcement of settlement agreements: broken settlement agreements can be enforced by the Supreme Court
Human Rights Tribunal: the tribunal consists of appointed members
Application of Administrative Tribunals Act: specifies which parts of the Administrative Tribunals Act apply to the tribunal
Staff of the tribunal: employees necessary for tribunal operation are appointed under the Public Service Act
Commissioner: appointed by the Legislative Assembly
Commissioner and other intervenors: commissioner/panel can allow others to intervene during complaint process
Deferral of a complaint: if another relevant proceeding exists, the complaint may be deferred
Dismissal of a complaint: complaint can be dismissed if outside of the tribunal's jurisdiction, where there is no reasonable prospect of success, with improper motives etc.
Assignment of complaints: chair can assign complaints to a single member or panel of three members
Evidence: tribunal allowed to accept any evidence (even if non-admissible in court)
Powers to make rules: Tribunal may make rules to facilitate just and timely resolution of complaints. Specific rules regarding these areas are mentioned.
Enforcement of remedies: orders from the tribunal can, in certain cases, be enforced by the Supreme Court.
Annual report: the tribunal must submit an annual report to the responsible government minister
Disclosure: confidential information received during a settlement discussion may not be disclosed to third parties (unless party consent)
Exemptions: under specific circumstances, the Code may not apply to certain organizations (defined under the Act)
Special programs: plans to improve conditions for disadvantaged individuals or groups are not considered discriminatory
Protection: a person can't discriminate/punish someone for formally participating in complaints or assisting in a hearing
Style of cause for proceedings: proceedings can be brought in the name of the relevant trade union, employers' organization or occupational association
Technical defects: procedural defects that are not substantial do not invalidate a proceeding
Delegation of powers: chair can delegate certain powers to members under specific conditions
Time limits: the code can continue to apply to a complaint despite expiry of a period under certain circumstances
Human Rights Commissioner: appointment by Legislative Assembly
Acting commissioner: if the commissioner is temporarily unavailable, an acting commissioner can perform duties
Salary, expenses and benefits: commissioners are entitled to specific payments for travel, expenses etc
Oath of commissioner: commissioner must take an oath of office
Staff of commissioner: commissioner can employ people under the Public Service Act
Delegation by commissioner: commissioners can delegate power/duties to those they have employed. Exceptions are noted.
Advisory council: established to advice the commissioner or perform other functions
Restrictions on disclosure: Commissioner or staff cannot disclose specific information.
Provision of tribunal records: Tribunal provides records to the commissioner on request.
Referrals: Legislative Assembly can refer matters to the commissioner
Commissioner's inquiry: Commissioner can make inquiry into a matter that would promote or protect human rights
Enforcement of commissioner's orders: orders of the commissioner can be enforced by the Supreme Court
Commissioner's inquiry reports: commissioners make reports, and provides them to the proper governing body
Offence Act: Certain sections of the Offence Act do not apply to the Human Rights Code
Power to make regulations: the Lieutenant Governor in Council can make regulations governing specific areas
Review of some sections: specific sections of the Code need periodic reviews by a special committee

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Description

Test your knowledge on employment law regarding discrimination and protected grounds. This quiz covers key concepts such as bona fide occupational requirements, exceptions for landlords, and the implications of family status in employment. Perfect for those studying labor law or human rights.