Question 1

1 / 1 pts
Generally, speaking, under common law in Canada, an employee may be dismissed
without advance notice or pay in lieu, only for just cause. True or False

  
True
 

  
False
 
 
IncorrectQuestion 2
0 / 1 pts
Examples of "just cause" include all of the following except:

  
downsizing
 

  
dishonesty that involves theft
 

  
insubordination that involves an assault on a supervisor
 

  
off-duty conduct that significantly harms an employer’s interests
 
 
IncorrectQuestion 3
0 / 1 pts
Where dismissal is with "just cause", an employer is responsible for:

  
providing the employee with termination pay and payment of outstanding wages and
vacation pay.
 

  
paying outstanding wages and vacation pay only.
 
   
allowing time for the employee to collect their personal belongings.
 

  
providing outplacement counseling.
 
 
Question 4
1 / 1 pts
In a case of dismissal with just cause, the onus of proof is on the employer to show that
the employee breached the employment contract in a fundamental way. True or False

  
True
 

  
False
 
 
Question 5
1 / 1 pts
Even with a single instance of misconduct such as refusing to follow instructions, courts
are increasingly requiring employers to substitute penalties less severe than dismissal.
True or False

  
True
 

  
False
 
 
IncorrectQuestion 6
0 / 1 pts
The basic principles of just cause dismissal include the following except for:

  
Onus of proof on the employer
 

  
Procedural Fairness
 

  
Procedural Justice
 

  
The Contextual Approach
 
 
IncorrectQuestion 7
0 / 1 pts
Using the contextual approach in determining just cause the courts consider:

  
whether the alleged misconduct was planned or deliberate.
 

  
whether there were extenuating circumstances that may have prompted the alleged
misconduct.
 

  
whether the investigation was handled in good faith.
 

  
the nature and seriousness of the misconduct in the context of the overall employment
relationship.
 
 
Question 8
1 / 1 pts
In the case McKinley v. BC Tel the court determined that relevant contextual matters
include all of the following except:

  
length of service
 

  
performance and disciplinary history
 
   
intent
 

  
mitigating circumstances
 
 
IncorrectQuestion 9
0 / 1 pts
Dishonesty in the workplace is a serious act of misconduct and employers can assume
that virtually any dishonest conduct constitutes grounds for dismissal. True or False

  
True
 

  
False
 
 
IncorrectQuestion 10
0 / 1 pts
The case of Henry v. Foxco Ltd. demonstrated that,

  
a single episode of insolence did not justify just cause for dismissal.
 

  
a single episode of insolence did justify just cause for dismissal.
 

  
the employee had provoked his supervisor with the hope of dismissal.
 

  
the employee did not behave in accordance with the employee code of conduct.
 
 
Question 11
1 / 1 pts
The case of Mothersele v. Gulf Oil the courts ruled in favour of the employee because it
was determined that:

  
the employer did not provide a "cooling off" period.

  
the employer could not prove that the employee's off-duty conduct harmed the business
reputation.

  
an isolated instance of insubordination by a long-term employee did not substantiate
just cause termination.
 

  
the employer claimed that the employee's personal habits harmed the business.
 
IncorrectQuestion 12
0 / 1 pts
Off-duty conduct can constitute "just cause" termination if the employer can
demonstrate substantial and real connection to the business. True or False

  
True
 

  
False
 
 
IncorrectQuestion 13
0 / 1 pts
According to case law, what type of off-duty conduct justifies summary dismissal?

  
off-duty conduct cannot provide just cause for termination.
 

  
where an employer can show that the employee's off-duty conduct harmed its business
or reputation.

  
where an employer can show that the employee's off-duty conduct was loosely related
to the employee's job.

  
where an employer can show that the employee intended to disobey the company's
policies and procedures.
 
IncorrectQuestion 14
0 / 1 pts
Culpable absenteeism refers to:

  
when an employee cannot come to work for reasons that are beyond the employee's
control.

  
when an employee does not show up for their shift and does not report their absence.
 

  
when an employee is absent for at least three consecutive days.
 

  
when an employee is absent from work without a good reason.
 
 
IncorrectQuestion 15
0 / 1 pts
An example of culpable absenteeism is:

  
An employee does not show up for their shift and does not report their absence
because she was in a serious car accident.
 

  
An employee decides not to go to work because he/she prefers to do some cross
border shopping.
 

  
An employee has the flu and calls in sick.
 
   
An employee has chronic illness that requires medical attention.
 
 
Question 16
1 / 1 pts
If absenteeism results from "disability", the employer must accommodate the employee
up to the point of undue hardship. True or False

  
True
 

  
False
 
 
IncorrectQuestion 17
0 / 1 pts
Incidents of intoxication should be dealt with through progressive discipline, unless the
_________.

  
employee shows no remorse.
 

  
employee is in a safety sensitive area.
 

  
employer has a zero tolerance policy.
 

  
employer can provide accommodation.
 
 
Question 18
1 / 1 pts
General incompetence is one of the most common reasons for dismissing an employee,
it is also one of the most easiest to prove. True or False

  
True
 

  
False
 
 
IncorrectQuestion 19
0 / 1 pts
An example of condonation is:

  
An employer discovers that an employee lied about his expense account and the
employer fails to take corrective action.
 

  
An employer discovers that an employee lied about his expense account and the
employee is given a written warning.
 

  
An employer conducts training sessions on recording expenses.
 

  
An employer ensures all employees receive new hire orientation.
 

Quiz Score: 7 out of 19
Last Attempt Details:
Time: 17 minutes

Current Score: 7 out of 19

Kept Score: 7 out of 19

2 More Attempts available
Take the Quiz Again
(Will keep the highest of all your 
 Correct answers are hidden.
Score for this attempt: 16 out of 19
Submitted Apr 4 at 10:28pm
This attempt took 6 minutes.
 
Question 1
1 / 1 pts
Generally, speaking, under common law in Canada, an employee may be dismissed
without advance notice or pay in lieu, only for just cause. True or False

  
True
 

  
False
 
 
Question 2
1 / 1 pts
Examples of "just cause" include all of the following except:

  
downsizing
 

  
dishonesty that involves theft
 

  
insubordination that involves an assault on a supervisor
 

  
off-duty conduct that significantly harms an employer’s interests
 
 
IncorrectQuestion 3
0 / 1 pts
Where dismissal is with "just cause", an employer is responsible for:

  
providing the employee with termination pay and payment of outstanding wages and
vacation pay.
 

  
paying outstanding wages and vacation pay only.
 

  
allowing time for the employee to collect their personal belongings.
 

  
providing outplacement counseling.
 
 
Question 4
1 / 1 pts
In a case of dismissal with just cause, the onus of proof is on the employer to show that
the employee breached the employment contract in a fundamental way. True or False

  
True
 

  
False
 
 
Question 5
1 / 1 pts
Even with a single instance of misconduct such as refusing to follow instructions, courts
are increasingly requiring employers to substitute penalties less severe than dismissal.
True or False

  
True
 

  
False
 
 
IncorrectQuestion 6
0 / 1 pts
The basic principles of just cause dismissal include the following except for:

  
Onus of proof on the employer
 

  
Procedural Fairness
 

  
Procedural Justice
 

  
The Contextual Approach
 
 
Question 7
1 / 1 pts
Using the contextual approach in determining just cause the courts consider:

  
whether the alleged misconduct was planned or deliberate.
 

  
whether there were extenuating circumstances that may have prompted the alleged
misconduct.
 

  
whether the investigation was handled in good faith.
 

  
the nature and seriousness of the misconduct in the context of the overall employment
relationship.
 
 
Question 8
1 / 1 pts
In the case McKinley v. BC Tel the court determined that relevant contextual matters
include all of the following except:
   
length of service
 

  
performance and disciplinary history
 

  
intent
 

  
mitigating circumstances
 
 
Question 9
1 / 1 pts
Dishonesty in the workplace is a serious act of misconduct and employers can assume
that virtually any dishonest conduct constitutes grounds for dismissal. True or False

  
True
 

  
False
 
 
Question 10
1 / 1 pts
The case of Henry v. Foxco Ltd. demonstrated that,

  
a single episode of insolence did not justify just cause for dismissal.
 

  
a single episode of insolence did justify just cause for dismissal.
 

  
the employee had provoked his supervisor with the hope of dismissal.
 
   
the employee did not behave in accordance with the employee code of conduct.
 
 
Question 11
1 / 1 pts
The case of Mothersele v. Gulf Oil the courts ruled in favour of the employee because it
was determined that:

  
the employer did not provide a "cooling off" period.

  
the employer could not prove that the employee's off-duty conduct harmed the business
reputation.

  
an isolated instance of insubordination by a long-term employee did not substantiate
just cause termination.
 

  
the employer claimed that the employee's personal habits harmed the business.
 
Question 12
1 / 1 pts
Off-duty conduct can constitute "just cause" termination if the employer can
demonstrate substantial and real connection to the business. True or False

  
True
 

  
False
 
 
Question 13
1 / 1 pts
According to case law, what type of off-duty conduct justifies summary dismissal?

  
off-duty conduct cannot provide just cause for termination.
 
   
where an employer can show that the employee's off-duty conduct harmed its business
or reputation.

  
where an employer can show that the employee's off-duty conduct was loosely related
to the employee's job.

  
where an employer can show that the employee intended to disobey the company's
policies and procedures.
 
Question 14
1 / 1 pts
Culpable absenteeism refers to:

  
when an employee cannot come to work for reasons that are beyond the employee's
control.

  
when an employee does not show up for their shift and does not report their absence.
 

  
when an employee is absent for at least three consecutive days.
 

  
when an employee is absent from work without a good reason.
 
 
Question 15
1 / 1 pts
An example of culpable absenteeism is:

  
An employee does not show up for their shift and does not report their absence
because she was in a serious car accident.
 

  
An employee decides not to go to work because he/she prefers to do some cross
border shopping.
 
   
An employee has the flu and calls in sick.
 

  
An employee has chronic illness that requires medical attention.
 
 
Question 16
1 / 1 pts
If absenteeism results from "disability", the employer must accommodate the employee
up to the point of undue hardship. True or False

  
True
 

  
False
 
 
IncorrectQuestion 17
0 / 1 pts
Incidents of intoxication should be dealt with through progressive discipline, unless the
_________.

  
employee shows no remorse.
 

  
employee is in a safety sensitive area.
 

  
employer has a zero tolerance policy.
 

  
employer can provide accommodation.
 
 
Question 18
1 / 1 pts
General incompetence is one of the most common reasons for dismissing an employee,
it is also one of the most easiest to prove. True or False

  
True
 

  
False
 
 
Question 19
1 / 1 pts
An example of condonation is:

  
An employer discovers that an employee lied about his expense account and the
employer fails to take corrective action.
 

  
An employer discovers that an employee lied about his expense account and the
employee is given a written warning.
 

  
An employer conducts training sessions on recording expenses.
 

  
An employer ensures all employees receive new hire orientation.
 

Quiz Score: 16 out of 19