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ASET Ethics Examination-ASET Professional Practice Exam (PPE) Sample Questions (Q67-Q72):

NEW QUESTION # 67
A regulated member of ASET has recently moved into a new managerial position at a manufacturing company. The member learns that the company has tried to implement safety procedures and controls, but workers routinely ignore them. Which of the following actions should the member take to address this situation?

Answer: A

Explanation:
As a regulated member of ASET, the professional has a paramount duty to promote health and safety within the workplace. Upon discovering that critical safety procedures are being routinely ignored, a member in a managerial position must take immediate, proactive steps to rectify the unsafe culture.
However, professional problem-solving requires addressing issues through the appropriate internal channels first. Reporting the company immediately to external bodies like OHS or ASET is premature, as the company itself (which previously tried to implement the controls) needs the opportunity to correct the behavioral issues through strong management action. Mass firings without due process or progressive discipline may also violate labor laws and company policy. The most effective and professional first step is to formally recommend to upper management the strict and immediate enforcement of the existing safety procedures. By doing so, the member provides a clear warning about the risks of non-compliance, fulfills their duty to advise their employer, and initiates the process of culturally enforcing safety standards internally.


NEW QUESTION # 68
According to the Occupational Health and Safety Act, what shall every worker engaged in an occupation do?

Answer: A

Explanation:
Provincial Occupational Health and Safety (OHS) legislation in Canada operates on the principle of the
"Internal Responsibility System" (IRS). This system dictates that workplace safety is a shared responsibility among all parties involved-employers, supervisors, and workers-rather than relying solely on government inspectors or management alone. Under the OHS Act, every individual worker has strict, legally binding duties. They must take reasonable care to protect their own health and safety, as well as the health and safety of other workers who may be affected by their actions or omissions on the job site (Option A). Furthermore, workers have a statutory duty to actively cooperate with their employer in matters of health and safety, which includes following safety procedures, wearing required personal protective equipment (PPE), and participating in training (Option B). Therefore, ASET members must both act safely themselves and cooperate with their employers' safety programs, making
"A and B" the correct and comprehensive answer.


NEW QUESTION # 69
Which of the following statements describes termination for just cause?

Answer: A

Explanation:
In Canadian employment law, "just cause" is the legal standard that an employer must meet to terminate an employee without providing notice or severance pay. Termination for just cause occurs when an employee fundamentally breaches the core obligations of their employment contract. This breach must be severe enough to irreparably destroy the employment relationship and the trust between the employer and the employee. Examples of just cause include severe insubordination, theft, chronic absenteeism after warnings, egregious violations of safety protocols, or gross professional incompetence. It places the fault entirely on the employee's misconduct or failure to perform. Options A, B, and D describe situations related to "constructive dismissal" (where the employer breaches the contract by unilaterally changing terms or forcing a resignation), which legally entitles the employee to severance. Only a severe breach of the employment contract by the employee justifies a strict "just cause" dismissal.


NEW QUESTION # 70
A regulated member is concerned that a supervisor is providing incorrect instructions to employees regarding the operation of equipment. Which of the following should be the member's first course of action?

Answer: D

Explanation:
In a professional workplace, maintaining safety and technical accuracy is paramount, but so is respecting the organizational chain of command and acting with professional courtesy. If a regulated member witnesses a supervisor providing incorrect equipment instructions, jumping immediately to upper management or an external regulatory body like ASET is considered unprofessional escalation.
Furthermore, undermining the supervisor by quietly retraining the employees behind their back creates workplace conflict and confusion. Assuming the situation does not present an immediate, life- threatening emergency, the most ethical and effective first course of action is to approach the supervisor directly and privately to discuss the concerns. The supervisor may have simply made a verbal mistake, misunderstood the manual, or been operating on outdated information. By bringing the technical discrepancy directly to the supervisor's attention, the member provides them the opportunity to realize the error, maintain their authority, and correct the instructions themselves, fostering a collaborative and safe work environment.


NEW QUESTION # 71
A regulated member may apply for an exemption from the Continuing Professional Development program.
For what length of time is the exemption effective?

Answer: B

Explanation:
Continuing Professional Development (CPD) is a mandatory component of maintaining professional competency and public trust as an ASET regulated member. However, ASET's regulatory framework recognizes that members may face extraordinary circumstances-such as severe illness, extended parental leave, or prolonged unemployment-that legitimately prevent them from fulfilling their annual CPD obligations. In such cases, members can formally apply for an exemption rather than resigning or facing administrative suspension. According to ASET's CPD guidelines, when a member applies for and is granted a CPD exemption, this exemption is strictly effective for a period of 1 year.
The one-year limit ensures that the member's status is reviewed regularly. If the extenuating circumstances persist beyond that year, the member must proactively reapply and provide updated documentation to justify extending the exemption for another year. This administrative process balances empathy for the member's personal situation with the association's legal mandate to continuously monitor and ensure the active competency of its professional roster.


NEW QUESTION # 72
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