Scenario 3

question 4

Multiple Choice

Scenario 3.3 You have recently been hired as the HR manager for KM Contracting, a medium-sized construction company with offices throughout Canada.Many of the company's trades employees are unionized, and one of the company's largest contracts is with the federal government.It has come to your attention that Ms.Jones, an elderly woman who works as an office clerk, has been humiliated and treated disrespectfully about her obesity for 11 years.She has been called offensive names and heard comments about the way she "waddles." During this time, her manager criticized her work performance and stated that "women are best working at home in the kitchen." She has been passed over for promotions and no longer applies for other positions because of her low self-esteem resulting from the intimidating workplace environment.The company's discrimination policy states that it promotes a work environment that is free from discrimination.Managers have stated that they cannot always distinguish between inappropriate or illegal discrimination behaviours.The CEO has asked you to educate all levels of management about the legal requirements that must be met in recruitment and selection.He also wants you to develop some practical nondiscriminatory recruitment and selection guidelines for all employees.
-Refer to Scenario 3.3.Who might be liable in this situation

• A)the employer
• B)the employee
• C)the manager
• D)the employer and manager

---

Definitions:

Prognosis

A medical term referring to the predicted course and outcome of a disease.

Prima Facie Duty

An obligation that appears to be binding at first glance unless it is overridden by a more compelling moral duty in a particular context.

Impaired Infant

A newborn with a significant genetic, physical, or functional limitation that may affect their health or development.

Actual Duty

The real or concrete responsibility that an individual has in a given situation, as opposed to potential or theoretical obligations.