The Legal Environment 2

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Seneca College *

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855

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Law

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Jan 9, 2024

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docx

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ASHA AHMED EJOM CHIDINMA MOYIN IGE COURSE TITLE: THE LEGAL ENVIRONMENT COURSE CODE: HRM 855 PROFESSOR: PREITI MOMAYA Scenario A

1. You have a number of extra-curricular activities listed on your resume. Are there any associations to which you belong? This question is generally permissible as it focuses on the associations related to extra-curricular activities mentioned on the resume. However, in some cases, asking about specific associations might touch upon protected characteristics or associations related to race, religion, political beliefs, or other protected categories, which could potentially be illegal in certain jurisdictions. It is important to be cautious and ensure compliance with local laws. 2. Tell me about a time you were faced with a tight deadline that you weren't able to meet. What was the outcome of that situation? This question is typically legal as it pertains to your past work experiences and your ability to handle deadlines. It does not touch upon any protected characteristics or engage in discriminatory practices. 3. Why did you leave your last position? Generally, asking about the reasons for leaving a previous position is legal, as fas as it does not delve into protected characteristics such as disability, age, gender, or other protected categories. The focus should be on non-discriminatory reasons like career growth, relocation, or changes in job responsibilities. 4. Are you planning to take any other classes or completing any other certification or designation that will assist you in your career growth? (5 marks) This question is generally acceptable and legal. It relates to professional development and career growth. It demonstrates an interest in the candidate's commitment to enhancing their skills and knowledge. 5. Do you have arrangements made for the care of your child while you are at work? (5 marks)

In most jurisdictions, it is considered illegal and discriminatory to ask questions about an applicant's childcare arrangements. These kinds of questions can infringe upon family status or gender-related protections. Employers should focus on a candidate's ability to meet the job requirements and not inquire about their family or childcare responsibilities. 6. If you were a flavor of ice cream, what flavor would you be? Explain why. (5 marks) If this question is unrelated to the job requirements and does not pertain to the candidate's qualifications, skills, or experiences; while it may not be illegal, it is generally considered irrelevant and unprofessional to ask such questions during an employment interview. 7. Can you provide me with an example of a time you disagreed with a decision that your manager made? What happened? This question is generally permissible as it explores the candidate's problem-solving skills, ability to handle conflicts, and communicate effectively. It focuses on work-related situations and does not touch upon protected characteristics or engage in discriminatory practices. 8. This job requires working on evenings and some weekends. Are you available to work on evenings and on Sundays? This question is legal. It directly relates to the job requirements and the candidate's availability. It is essential for employers to assess whether candidates can meet the work schedule and availability required for the position. 9. Your last name is Branch? Where does that name originate? This question is generally considered irrelevant and unrelated to the job requirements. It has the potential to inquire into protected characteristics such as race, ethnicity, or national origin. While it may not be explicitly illegal, it is best to avoid asking questions that could lead to discriminatory practices. Hence, can be seen to be considered illegal.

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