LAW 122 Lecture : Week-10-Contract-Remedies

11 views9 pages

sangriarabbit133

2 Dec 2022

School

Ryerson University

Department

Law and Business

Course

LAW 122

Professor

For unlimited access to Class Notes, a Class+ subscription is required.

Document Summary

Questions on the 6 chapters u worked on. True false, with explanation given fact statement, then deal and identify what question is really about. Properly allocate time, do not spend more than 10 min on a question. General rule: you are only entitled to damage (i. e. , money for breach of contract) Monia lisa painting (unique goods) only one of this painting: exception to the exception, personal services generally don"t public policy issue to slavery , so no actor in a movie or dog walker walking to dog. Injunctive relief: an injunction to do or not do a certain act. If you do you may find yourself in jail. Types of contractual damages: expectation damages, expect, where did you expect to end up if the contract had been performed, you didn"t have a gain. Jose agreed to sell a car to maria for .

Related Questions

How can HR professionals demonstrate that they provide value in terms of return on investment for an organization?
How do an organization’s vision, mission, and strategywork together to help organizations survive and thrive, and what is the role recruitment and selection plays in this? Clearly define each of the terms within your answer.
Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
Can an invalid selection test be reliable? Can an unreliable selection test be valid? Explain, and provide examples of each instance to illustrate.
Compare and contrast content, construct, and criterion related validity strategies? Provide an example of each approach
Define, compare, contrast, and provide examples of fairness and bias as used in the context of HR selection
Would the Canadian Charter of Rights and Freedoms prohibit an employer from putting in place a selection system that favoured women over men in the hiring process? Could such discrimination ever be justified under the Charter?
What are the prohibited grounds of employment discrimination in Alberta, define prohibited grounds of employment discrimination?
What does it mean to accommodate someone to the point of undue hardship?
Why is basing hiring practices on a “gut feeling” risky business?
Why is a job analysis essential to the defence of any selection process or selection system?
What is the relationship of a “position” to a “job” and a “job” to a “job family”?
What are the major differences between a competency-based selection system, and one developed through job analysis?
What is a competency? Defend your answer
If you were limited in selecting employees based on only one of the four types of performance discussed in this chapter, which one would you choose? Why?
Why is it important to understand performance as part of the recruitment and selection process?
Define task performance, contextual performance, adaptive behaviour, and counterproductive behaviour. Discuss the role each of these plays in developing a recruitment and selection system.
List and explain each of the performances defined in Campbell’s performance taxonomy

odoug

QUESTION 1

Some workers are being paid above their pay range and then they get their wage rate frozen at their current rate of pay until salary scales catch up. What is this practice is called?
a.
green-circling
b.
red-circling
c.
merit pay reduction
d.
conservative pay reduction

1 points

QUESTION 2

Functional job analysis was pioneered in the United States in the 1930s and is the precursor to the Canadian National Occupational Classification system.

True

False

1 points

QUESTION 3

Which method of job analysis focuses on the behaviours that make up a job and uses job elements to describe work activities?
a.
Position Analysis Questionnaire
b.
Interviews
c.
Observation
d.
Functional Job Analysis

1 points

QUESTION 4

A job specification is summary of the duties, responsibilities, and reporting relationships pertaining to a particular job.

True

False

1 points

QUESTION 5

What is one problem with using the ranking/paired job evaluation method?
a.
It is time consuming.
b.
It is not acceptable to pay equity commissions.
c.
It is not acceptable to employment equity commissions.
d.
It cannot address external market equity.

1 points

QUESTION 6

What are the three main reasons for conducting job evaluations?
a.
to decrease wage costs, to create job families, and to create pay equity
b.
to control wage costs, to create equitable pay structures, and to create employment equity
c.
to control wage costs, to create equitable pay structures, and to create the perception of an equitable pay system among participants
d.
to increase wage costs, to create equitable pay structures, and to create pay equity

1 points

QUESTION 7

In 2018, Canada passed pay equity legislation that applies to all employers in Canada.

True

False

1 points

QUESTION 8

A job description is a summary of the employee qualifications required to perform the duties for a given job.

True

False

1 points

QUESTION 9

What is the major benefit for the ranking method of job analysis?
a.
It creates a series of grade descriptions.
b.
It creates a series of grade descriptions.
c.
It creates relative equal intervals between job classifications.
d.
It incorporates market data.

1 points

QUESTION 10

What occurs to the female job class if the percentage of secretaries in that job class changes from 95 percent to 30 percent?
a.
It becomes a new job class.
b.
It becomes a male job class.
c.
It remains a female job class.
d.
It becomes a gender neutral job class.

1 points

QUESTION 11

Why might using job descriptions for job evaluation purposes prove problematic?
a.
Companies simply do not keep wage rates updated.
b.
The dynamic nature of the general environment creates a situation whereby job duties change without human resources departments noticing it.
c.
Creating and maintaining job descriptions is not a laborious process.
d.
The output created by the job analysis process yields poor results.

1 points

QUESTION 12

What is a valid reason to re-evaluate jobs?
a.
A new member joins the committee.
b.
The compensation-level strategy changes.
c.
A new performance system is implemented.
d.
There is a high level of appeals.

1 points

QUESTION 13

What is the first step in most pay equity processes?
a.
analyze gender data
b.
determine what rules and laws apply
c.
review compensation
d.
analyze and compare jobs

1 points

QUESTION 14

Which term refers to an organization that gives an employee the ability to appeal a decision of the job evaluation committee?
a.
procedural justice
b.
distributional justice
c.
organizational justice
d.
grievance system

1 points

QUESTION 15

What is the observation method of job analysis well-suited for?
a.
jobs that have a short work cycle
b.
jobs with a long work cycle
c.
minimum wage jobs
d.
minimum wage jobs

1 points

QUESTION 16

Which term refers to the relative value of different jobs as determined by knowledgeable individuals?
a.
the proxy method
b.
PAQ analysis
c.
paired comparison method
d.
the ranking method

1 points

QUESTION 17

Once an organization has posted its pay equity plan, it has met its legal responsibility under the legislation and no further action is required.

True

False

1 points

QUESTION 18

Which job evaluation category uses human judgement as the determining factor?
a.
whole job
b.
factor comparison
c.
statistical/policy capturing
d.
point-factor management analysis

1 points

QUESTION 19

ABC Inc. is a new organization planning to launch a call centre in the next six months. You have been tasked with creating detailed job descriptions for several operational roles in the call centre. Which information collection method would you likely rely on to gather job information?
a.
utility analysis
b.
functional job analysis
c.
variable analysis
d.
data analysis

1 points

QUESTION 20

What is a primary problem of job analysis process?
a.
creating too many job families
b.
analyzing the jobholder not the job
c.
having a committee
d.
professional designations

odoug

Please answer these questions in detail using online Canadian sources:

1. Perform a feminist critique/deconstruction of the broken windows theory. (sexual misconduct/assault)

a) Discuss how a feminist criminologist would view the theory and arguments

b) what problems they might identify with the theory and how they might suggest towards improving the theory to take into account women's knowledge and experiences of crime and disorder.

2. Compare and contrast the general strain theory with the control balance theory.

a) discuss the similarities/differences between the theories and how each might address the phenomenon of terrorism.

b) Are the two theories compatible in their perspectives?

orangegoose439

LAW 122 Lecture : Week-10-Contract-Remedies

Document Summary

Get access

Related Documents

LAW 122 Chapter 11: Contractual Remedies-Law 122

LAW 122 Lecture Notes - Lecture 11: Condition Precedent, Liquidated Damages

LAW 122 Study Guide - Final Guide: Wood Flooring, Punitive Damages, Novation

Related Questions