Human Rights Legislation in Alberta and BC

What is the name of the legislation in Alberta that is intended to protect citizens from governmental abuse of power?

Which legislation in Alberta was initially focused on protecting visible minorities?

Which legislation in Alberta was passed as primacy legislation?

What is the name of the legislation in BC that deals with human rights?

What is the primary purpose of the Human Rights legislation in Alberta and BC?

Which of the following is NOT a responsibility of a human rights commission?

What is the main difference between provincial human rights statutes and the Canadian Charter of Rights and Freedoms?

Which of these options are correct? (Select all that apply)

Who is Michael Buono?

What was Jessie Nelson's job title at Buono Osteria?

What was the main issue Jessie Nelson had with Brian Gobelle?

How did management respond to Jessie Nelson's request for intervention?

What was the reason given for Jessie Nelson's termination?

What is the significance of Jessie Nelson being in the probationary period of employment?

What was the finding of the BC Tribunal in this case?

What is the legal significance of this case?

Which of the following is NOT a prohibited ground of discrimination in Alberta?

What is a "BFOR"?

Which province(s) prohibit discrimination on the basis of assignment, attachment, or seizure of pay?

What is an exemption to the right to be free from discrimination in employment?

Which of the following is a special exemption in the Alberta Act for age and marital status?

Which of the following is a potential exemption for discrimination in the Alberta Act?

Which of these is NOT a general defence to discrimination under the Alberta Act?

Which of the following is a prohibited ground of discrimination in both Alberta and BC?

Which province does NOT include source of income as a prohibited ground of discrimination in the area of employment?

If a fitness club wants to hire only male attendants to work in the men's locker room, what must they consider?

What is the next step if conciliation fails?

Which of the following is NOT a similarity between a human rights hearing and a court hearing?

What is the purpose of a marshalling order in Alberta?

What does the text say about the public nature of human rights hearings?

In which situation can a party apply for a reconsideration of a human rights panel decision?

What is the definition of a physical disability in reference to the Alberta legislation?

What is a 'bona fide occupational requirement' (BFOR)?

According to the provided content, what is NOT considered a disability?

Which of the following is NOT included in the definition of 'mental disability' in Alberta?

What is an example of a physical disability according to the content?

What is meant by 'perceived disability' according to the text?

What is the legal framework for justifying discriminatory employment decisions based on a disability?

What is the legal consequence of an employer discriminating against an individual based on a perceived disability?

What is an example of a situation where the employer can legitimately discriminate against an individual with a disability?

Which of the following is NOT a protected ground under the Alberta Human Rights Act?

According to the information provided, what is an example of an essential job duty that might unavoidably touch on a prohibited ground?

Which of the following statements is TRUE regarding the use of language in job advertisements?

According to the information, which of the following is NOT prohibited by the Alberta Act regarding job applications?

What is the primary intent behind the Alberta Act's prohibition on requiring job applicants to provide information regarding protected grounds?

Which of the following is an example of a qualification that, although not obviously biased, might touch on a prohibited ground, according to the text?

If an employee is incarcerated for a criminal offense unrelated to their job, can their employer legally refuse to preserve their job?

What is the main argument against the notion that employers must preserve jobs for incarcerated employees?

What is the legal basis for the court's decision in the BC Human Rights Commission v BC Human Rights Tribunal case?

According to the provided text, what is the primary objective of the BC Human Rights Code regarding criminal records and employment?

Which of the following is TRUE about the Alberta Human Rights Act regarding criminal records?

In the context of the provided content, what is an exemption to the protection from discrimination based on conviction of a criminal offense in BC?

What is the most likely legal outcome if an employer in BC refuses to employ an individual solely based on their criminal record, when the offense is unrelated to the job?

Which of the following is a potential difference between the BC Human Rights Code and the Alberta Human Rights Act regarding criminal records and employment?

What is a potential implication of the difference in legislation regarding criminal records and employment between BC and Alberta?

Which of the following is NOT a prohibited ground of discrimination in employment in both Alberta and British Columbia?

Which of the following statements accurately reflects the legal principles surrounding discrimination in employment?

What is a valid reason for an employer to discriminate against an individual based on a protected ground?

Which scenario demonstrates a potential violation of human rights legislation in the workplace?

Which of the following is a ground for discrimination in employment that is ONLY recognized in British Columbia, but NOT in Alberta?

Which option accurately reflects the legal consequences of a collective agreement contradicting human rights legislation?

Which of the following statements accurately reflects the employer's duty to accommodate individuals with protected needs?

Which of the following is NOT a prohibited ground of discrimination according to the content?

According to the text what could be considered "undue hardship" for an employer?

What is the legal concept established by the Meiorin case, as mentioned in the text?

According to the content, what is a potential example of a legitimate reason to require a job applicant to have a driver's license?

Which of the following is an example of a business practice that could be considered discriminatory?

What is the main point the text is trying to make about the Meiorin case?

Which of the following is an example of a situation where an employer might have to accommodate an individual with a disability?

What is NOT mentioned in the text regarding accommodation for individuals with disabilities?

What is the main point the text is trying to make about the importance of the Meiorin case for employers?

Which of the following is a general defense to discrimination under the Alberta Act?

What is a potential exemption to the right to be free from discrimination in employment under the Alberta Act?

A fitness club wants to hire only male attendants to work in the men's locker room. What is the employer required to consider to justify this discriminatory practice?

Which of the following is NOT considered a disability?

Which of these options are correct? (Select all that apply) The meaning of the word "trans" can include:

Which of these claims about the distinction between "sex" and "gender" in BC legislation is true?

The inclusion of "gender identity" and "gender expression" in the BC Human Rights Code in 2016 is significant because:

What is a core implication of the BC Tribunal's definition of "gender expression" in the context of human rights?

Which aspect of the BC Tribunal's definition of "gender identity" is most directly relevant to the legal protection of transgender individuals?

The case of Nelson v Goodberry Restaurant Group Ltd is a good example of how the BC Tribunal approaches discrimination based on gender expression and identity because:

The information provided most strongly suggests that the inclusion of "gender identity" and "gender expression" in the BC Human Rights Code has led to:

Which of the following statements best describes a risk associated with informal job advertisements?

What does Section 8(1) of the Alberta Act prohibit in job advertisements?

In the context of job advertisements, what is a bona fide occupational requirement (BFOR)?

What is a consequence of using an ethnic community paper for job advertisements?

Which of the following statements regarding the contents of job advertisements is accurate under the Alberta Act?

What is one requirement imposed on employers by the Pay Transparency Act (2023)?

How does the Pay Transparency Act (2023) address inquiries about pay history?

What is a significant impact of existing leadership assumptions on women's pay equity?

Which of the following groups does the Pay Transparency Act (2023) NOT apply to?

What is prohibited under the Pay Transparency Act (2023) regarding employees who inquire about pay?

In what year does the Pay Transparency Act (2023) first apply to employers with 300 or more employees?

How does the Pay Transparency Act (2023) seek to enable employees regarding pay information?

Which of the following best describes the traits often associated with successful leadership as per existing assumptions?

What type of report must 'reporting employers' prepare under the Pay Transparency Act (2023)?

Which of the following statements about the exemptions in the Alberta Act is true?

In what situation can an employer legally discriminate based on a physical appearance-related issue?

Which province does NOT prohibit discrimination based on source of income in employment?

What must an employer consider when hiring for a position with gender-specific duties?

Which of the following is a requirement for an employer to discriminate as allowed under section 11 of the Alberta Act?

What kind of appearance discrimination would potentially be permissible under the Alberta Act?

In which of the following situations is unemployment discrimination most likely permissible?

Which of the following best reflects the general approach to discriminatory advertising under the Alberta Act?

What does the term 'bona fide occupational requirement' (BFOR) imply in employment practices?

Which of the following characteristics is NOT explicitly mentioned as a prohibited ground of discrimination in employment?

What is the main reason why leadership commitment is crucial for closing the gender pay gap, according to the provided text?

Which of the following is NOT mentioned as a potential barrier to closing the gender pay gap, based on the provided information?

Based on the provided text, what is the current situation regarding the gender wage gap in Canada?

What is the key message conveyed by the phrase "the battle starts at the top" in the context of closing the gender pay gap?

How can employers effectively address incremental bias that contributes to the gender pay gap?

What is a significant consequence of incremental bias affecting women's career trajectories, as suggested by the text?

The provided text emphasizes the importance of leadership commitment in closing the gender pay gap. Which of the following statements BEST aligns with this message?

What is the primary reason for the gender pay gap being persistent in Canada?

Which of the following is NOT a DIRECTLY mentioned strategy for closing the gender pay gap, as presented in the text?

Based on the provided content, which of the following is true regarding the impact of the gender pay gap on women who are members of specific groups?

The prohibited grounds of discrimination are identical in Alberta and British Columbia.

Discrimination requires an intent to harm.

Employers are obligated to accommodate any special needs of protected individuals or groups.

A collective agreement can override human rights legislation.

The Canadian Charter of Rights and Freedoms is the only legislation that protects human rights in Canada.

Age is a prohibited ground of discrimination in both Alberta and British Columbia.

The term "race" in the legislation refers only to the colour of someone's skin.

A person's weight can be considered a "physical disability" under Alberta legislation.

Employers are always required to accommodate individuals with disabilities, regardless of the job requirements.

The definition of "mental disability" in Alberta includes disorders regardless of their cause or duration.

Employers are prohibited from discriminating against individuals based on their "perceived disability."

A "bona fide occupational requirement" (BFOR) is a standard that is only justified if it is absolutely necessary for the safe performance of the job.

The Alberta Act prohibits employers from asking job applicants about their marital status.

A common cold is considered a disability under the Alberta Act.

Employers must document all decisions related to hiring, including reasons, to defend against alleged discrimination.

An employer may legally refuse to hire a blind school bus driver because driving a school bus requires good vision.

A discriminatory ground, even if not the sole reason for an employment decision, can still violate the Alberta Act and BC Code.

Alberta legislation requires employers to provide accommodations for all disabilities, even if it results in undue hardship.

Job descriptions should only include essential duties, as non-essential duties might potentially discriminate against applicants.

Reviewing job descriptions is only necessary when hiring for a new position, not when filling an existing role.

The Pay Transparency Act in BC requires all employers to publish their pay transparency reports.

Job duties or requirements that are both essential and related to a prohibited ground of discrimination should be carefully reviewed.

Employers in BC can legally ask job applicants for their salary history.

Under the Pay Transparency Act in BC, employers are prohibited from retaliating against employees who inquire about their pay.

In 2026, all employers in BC, regardless of size, will be required to publish pay transparency reports.

The Pay Transparency Act in BC applies only to private sector employers.

The Pay Transparency Act in BC prohibits employers from specifying a salary range in job postings.

The Pay Transparency Act in BC was introduced in 2023, but it will not come into effect until 2024.

Private sector employers in BC with 300 or more employees will be required to publish pay transparency reports in 2025.

The Pay Transparency Act in BC is intended to promote pay equity by increasing transparency in pay practices.

The Pay Transparency Act in BC requires employers to disclose the pay of individual employees.

The BC Tribunal acknowledged that damages awards in previous comparable cases had been in the range of $22,500 to $25,000 but expressly endorsed an upward trend in damages awards.

The BC Tribunal's highest-ever payment for injury to dignity was awarded in a case involving racial discrimination.

The legal process leading to Levan Francis' human rights complaint lasted less than a decade.

Levan Francis was employed as a Correctional Officer in Port Coquitlam.

Francis was awarded $1,000,000 in damages for injury to dignity.

In its decision, the BC Tribunal referenced the case of Sunshine Village Corporation v Boehnisch (2020).

Levan Francis was physically assaulted by colleagues and management.

Francis' case involved discrimination on the basis of sex.

The BC Tribunal awarded Francis $40,000 for injury to dignity, similar to the amount in the Araniva v RSY Contracting (No 3) case.

The BC Tribunal cited the University of British Columbia v Kelly case as a recent precedent for awarding damages in cases of discrimination.

The Alberta Bill of Rights was initially intended to protect citizens from discriminatory practices by private corporations.

The scope of human rights legislation has been steadily expanding, with provinces like Alberta and BC enacting comprehensive acts to combat discrimination based on 15 grounds.

The IRPA, passed in Alberta in 1972, predates the BC Human Rights Code, which was introduced in 1973.

Unlike the Canadian Charter of Rights and Freedoms, provincial human rights statutes apply solely to the actions of government entities.

The BC Human Rights Code, introduced in 1973, has remained largely unchanged since its inception.

The Alberta Human Rights Act (the Alberta Act) was initially passed in 1972, and has undergone significant revisions and changes to reflect the evolving understanding and scope of human rights protections.

All provinces in Canada have introduced comprehensive human rights legislation based on the same framework and prohibiting discrimination on the same grounds, ensuring a consistent approach across jurisdictions.

The gender wage gap in Canada has remained relatively unchanged despite efforts to close it.

Canadian women earn 85 cents for every dollar earned by men.

The text portrays closing the gender pay gap as a straightforward and easily achievable goal.

According to Anil Verma, the gap is larger for women who are Indigenous, living with a disability, racialized, or newcomers to Canada.

The text suggests that leadership commitment is the sole factor crucial for closing the gender pay gap.

The text states that bias in salary disparities often occurs gradually and subtly, not explicitly.

Women's family and social obligations are not a significant factor in contributing to the gender pay gap.

The text suggests that the gender pay gap is primarily a result of women's choices and lack of ambition.

The main message of the article is that the gender wage gap is an intractable problem that will likely never be fully resolved.

A party can apply for reconsideration of a human rights panel decision as long as they are not happy with the outcome.

If a human rights complaint is based on a matter covered by a collective agreement, it will always be heard by an arbitrator rather than a human rights panel.

Human rights panels have more latitude regarding the evidence they accept than courts do because the parties involved are often unfamiliar with court processes.

A human rights hearing is conducted by an arbitrator, just like a hearing in a court system.

If both parties are unhappy with the outcome of a case, they can file for a reconsideration of the decision by the panel.

The BC Code allows for discrimination in favor of people from a particular group if there is a bona fide affirmative action program in place.

The Alberta Human Rights Commission has the power to dismiss a complaint if it is not within their jurisdiction, even if the complaint is filed within the statutory timeline.

The complaint process for human rights issues in Alberta is significantly different from the process in BC, requiring different procedures and timelines.

The BC Code defines "special program" as a program designed to remove discrimination and promote equality.

The Alberta Human Rights Commission has the final authority to decide whether a complaint is successful.

The BC Tribunal will typically attempt to settle a complaint before a hearing takes place if it is not dismissed at an earlier stage.

The BC Tribunal reviews whether the complaint is within the statutory timeline, but does not assess whether the alleged discrimination meets the criteria outlined in the BC Code.

The BC Code identifies all special programs as employment equity programs.

Employers in BC are required to provide a written response to a human rights complaint, similar to the process in Alberta.

The BC Tribunal's process for reviewing complaints is significantly more rigorous than the Alberta Human Rights Commission's process, with more detailed examinations before notifying the respondent.

The Alberta Act prohibits employers from retaliating against employees who make a complaint under the Act, even if the complaint is considered frivolous or vexatious.

The BC Code protects individuals from retaliation only if they have successfully proven discrimination under the Code.

Discrimination based on social status is explicitly prohibited under both the Alberta Act and the BC Code.

An employer can legally refuse to hire someone based on their social status, even if they are qualified for the job.

A company implementing diversity initiatives by providing paid internships to people with disabilities fulfills its obligation to ensure equal opportunities for all.

A company hosting leadership seminars for high-level female and minority employees is sufficient to address concerns about gender and racial disparities in leadership positions.

If a company implements a succession planning program that includes a diversity component, it is automatically protected from accusations of discrimination in its hiring practices.

If an employee is terminated for making a complaint about discrimination, they automatically have a legal claim against the employer.

A company can argue that a "bona fide occupational requirement" (BFOR) justifies discriminatory hiring practices based on a ground not covered by the legislation, such as social status.

A company can require applicants to disclose personal information related to a prohibited ground for discrimination, such as their marital status, if the information is specifically relevant for a particular job role.