CHRP Knowledge Exam · Question
Which of the following is NOT typically considered a 'bona fide occupational requirement' (BFOR) in Canadian human rights legislation?
Employer preference is not a BFOR; a BFOR must be genuinely necessary for job performance and safety, established objectively.
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Question: Which of the following is NOT typically considered a 'bona fide occupational requirement' (BFOR) in Canadian human rights legislation?
Answer options:
- A strength requirement for firefighters
- A specific religious affiliation for a religious leader
- Age limits for bus drivers (e.g., minimum or maximum) ✅ An employer's preference for a younger workforce to foster innovation
Correct answer: An employer's preference for a younger workforce to foster innovation
Explanation: Employer preference is not a BFOR; a BFOR must be genuinely necessary for job performance and safety, established objectively.
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Question explanations
- Employment Standards in most provinces require overtime after:
- When a union and management reach an impasse in negotiations, what is the process where a third party makes a
- Which term describes the practice of contracting out a business function to a third-party provider, often abro
- Which compensation strategy aims to align employee interests with shareholder interests by offering ownership?
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