HRMT386 Unit 2 Final Exam (Latest 2024/ 2025 Update) with Questions and
Verified Answers| | 100% Correct | Grade A+
bona fide occupational requirement ✔✔employers are permitted to discriminate if employment
preferences are based on bona fide occupational requirements and it is not possible to accommodate
the employee without causing undue hardship
common law ✔✔a body of unwritten laws based on legal precedents established by the courts
common law contract of employment ✔✔simple contract between workers and employers to exchange
work for renumeration
contract ✔✔a legally enforceable promise or set of promises made between two parties
direct discrimination ✔✔when you're treated differently and less favourably than someone else for
certain reasons
duty to accommodate ✔✔to ensure that persons who are otherwise fit to work are not unfairly
excluded based on their physical or mental disability
employment (or labour) standards ✔✔legislation sets a floor of rights regarding wages, hours of work,
and vacations
hazard ✔✔a danger or risk
human rights ✔✔legislation prohibits discrimination and harassment, including in the workplace
indirect (or systemic) discrimination ✔✔the marginalization of members of certain groups through the
use of employment policies or practices based on reasons that are neither job related or required for
the safe operation of the business
Verified Answers| | 100% Correct | Grade A+
bona fide occupational requirement ✔✔employers are permitted to discriminate if employment
preferences are based on bona fide occupational requirements and it is not possible to accommodate
the employee without causing undue hardship
common law ✔✔a body of unwritten laws based on legal precedents established by the courts
common law contract of employment ✔✔simple contract between workers and employers to exchange
work for renumeration
contract ✔✔a legally enforceable promise or set of promises made between two parties
direct discrimination ✔✔when you're treated differently and less favourably than someone else for
certain reasons
duty to accommodate ✔✔to ensure that persons who are otherwise fit to work are not unfairly
excluded based on their physical or mental disability
employment (or labour) standards ✔✔legislation sets a floor of rights regarding wages, hours of work,
and vacations
hazard ✔✔a danger or risk
human rights ✔✔legislation prohibits discrimination and harassment, including in the workplace
indirect (or systemic) discrimination ✔✔the marginalization of members of certain groups through the
use of employment policies or practices based on reasons that are neither job related or required for
the safe operation of the business
