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Across 6. Some areas covered by labour standards include minimum wage, ___________ pay, hours of work and work scheduling, general holidays, annual vacations, benefits for part-time workers, parental leave, layoff procedures, termination and severance pay. 9. PIPEDA is a _____ law. 12. Unwelcome behavior that is of a sexual nature or is related to a person's sex is known as sexual __________. 13. PIPEDA is an acronym for Personal Information ___________ and Electronic Documents Act. 17. Right to ______ in identifying and resolving health and safety problems. 18. Mandatory retirement tends to happen because of a person's ______. 21. An employee wellness program is a set of communications, activities, and facilities designed to change health-related _____________ in ways that reduce health risks. 23. The employee assistance program (EAP) is a referral service that employees can use to seek _________________ treatment for emotional issues or substance abuse. 24. Employees have the right to _____ about foreseeable hazards in the workplace. 25. The __________ Commissioner of Canada is responsible for making sure there is compliance with federal privacy legislation. 27. _______ are responsible to provide equal pay for work of equal value. 29. Organizations that place a strategic emphasis on corporate wellness achieve ______________ benefits including reduced injure and enhanced productivity. 30. ______ has raised the level of awareness of occupational safety. 33. A workplace health and safety _________ is required for workplaces with equal or more than 20 people. 34. The # of principles within PIPEDA. 37. Harassment is any behavior that demeans, __________, or embarrasses a person in an unwelcome way. 42. To communicate with employees about job ___________, managers should talk directly with their employees about safety. 44. Discrimination means treating someone differently,________, or adversely because of their race, age, religion, sex, or other prohibited ground. 45. WHMIS is an acronym for Workplace Hazardous ____________ Information System. 46. Right to ______ dangerous work. 50. Organizations also need to consider how to ensure the safety of their employees regardless of the __________ in which they operate. 51. The technique of operations review (TOR) is an analysis method for determining which element of a job led to a past _______________. 52. One common technique for reinforcing safe practices is to implement a safety incentive program to ____________ workers for their support of safety goals. 53. Approximately 90% of Canadian employers and their employees are covered by provincial and territorial legislation and the remaining 10% are covered by _______________ legislation. 54. Work place accidents can cause serious injury or even ______. 55. The practice of valuing diversity has no single ____.

Down 1. _____ workers have a significant risk of injury. 2. The CHRC tries to resolve issues using _________ and conciliation. 3. A __________ approach towards occupational health and safety is advised. 4. Shared by employees and employers for creating and maintaining safe and healthy work environments. 5. Organizations have a ______-based commitment to operate safely. 7. Privacy laws regulate __________ information. 8. ________ must determine hazards that may exist and ensure employees are aware of the hazards. 10. Employment equity legislation focuses on ________ employment barriers to the four designated groups. 11. Federal, provincial, and territorial laws are in place to provide minimum ____________ for employees. 14. Employees can refuse work if there is a ________ possibility of danger. 15. PIPEDA gives the right to ___________ of personal information. 16. Employers must comply with the legal ____________ of their jurisdictions. 19. Regulates employee health and safety. 20. The federal Employment _______________ Act has expanded the list of persons for whom an employee can claim compassionate care benefits. 22. Professionals can check ___________ for a background before hiring. 26. Anyone who directs the work of others is ______ liable for safety offenses. 28. We must rely on ______ to bring about the safety and health of our workers. 31. _______ responsibility systems share responsibility between employees and employers for creating and maintaining a healthy and safe work environment. 32. Employers cannot retaliate on employees for filing a ______. 35. There has been a problem with ______ and pay equity. 36. Discrimination issues sometime reach the highest Canadian court, the __________ Court 38. The ____________ Human Rights Commission provides individuals under federal jurisdiction a means to resolve complaints discrimination. 39. Fines can be ________ for serious safety offenses. 40. A challenge in promoting safety internationally is that __________, enforcement practices, and political climates vary from country to country. 41. Bill C-45 is also known as the _____________ Bill. 43. MSDS is an acronym for Material _________ Data Sheet. 46. Employees have a duty to ______ hazardous conditions. 47. If an individual’s rights were violated, the commissioner may take the complaint to the Federal ________ of Canada. 48. A diverse workforce is a competitive advantage that brings a ____ pool of talent. 49. Drivers talking on a cellphone are _____ times more likely to be in a serious crash.