現在、IT業界での激しい競争に直面しているあなたは、無力に感じるでしょう。これは避けられないことですから、あなたがしなければならないことは、自分のキャリアを護衛するのです。色々な選択がありますが、GoShikenのASETのASET-Ethics-Examination問題集と解答をお勧めします。それはあなたが成功認定を助ける良いヘルパーですから、あなたはまだ何を待っているのですか。速く最新のGoShikenのASETのASET-Ethics-Examinationトレーニング資料を取りに行きましょう。
| Section | Weight | Objectives |
|---|---|---|
| Legal Framework & Legislation | 25% | - Engineering and Geoscience Professions Act
|
| Law & Liability in Practice | 15% | - Negligence and professional liability
|
| Professional Responsibility & Practice | 20% | - Competence and scope of practice
|
| Safety, Health & Regulatory Compliance | 15% | - Occupational Health and Safety Act (Alberta)
|
| Code of Ethics & Professional Duties | 25% | - ASET Code of Ethics
|
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質問 # 43
Employment equity means that fair and equal access to employment opportunities is available to which of the following groups?
正解：A
解説：
In Canadian employment law, "Employment Equity" refers specifically to proactive programs and legal frameworks (such as the federal Employment Equity Act) designed to ensure fair and equal access to employment opportunities for specific underrepresented and historically disadvantaged groups in society. Unlike general human rights legislation that broadly prohibits discrimination against anyone, employment equity actively seeks to identify and eliminate systemic barriers in the workplace. The legislation specifically targets four designated groups that have historically faced severe underrepresentation and systemic discrimination: women, Aboriginal peoples (Indigenous peoples), persons with disabilities, and members of visible minorities. The goal of employment equity is not to give preferential treatment to unqualified individuals, but rather to ensure that qualified individuals from these underrepresented societal groups have a genuinely equal opportunity to participate and advance in the workforce, thereby creating a workplace that accurately reflects the diversity of the Canadian public.
質問 # 44
A regulated member of ASET receives a phone call from a client requesting information about one of the member's other clients. Which of the following actions should the member take?
正解：B
解説：
Confidentiality is a cornerstone of professional ethics. The ASET Code of Ethics explicitly requires members to act with integrity and maintain confidentiality regarding the business affairs, technical processes, and personal data of their clients and employers. Information gathered during a professional relationship legally and ethically belongs to the client, not the technologist. Therefore, a professional cannot freely or even partially share one client's information with another, even if the clients are in the same industry or the member believes the information is harmless. However, saying "do not under any circumstances share" is technically incorrect, as confidentiality can be waived by the owner of the information. The correct and ethical procedure, if a member believes sharing the information could be mutually beneficial or is necessary, is to explicitly request permission (informed consent) from the client whose information is being sought. Only after receiving clear, preferably written, authorization from the original client can the member legally and ethically share that specific information.
質問 # 45
A regulated member may apply for an exemption from the Continuing Professional Development program.
For what length of time is the exemption effective?
正解：A
解説：
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.
質問 # 46
Which of the following behaviours justifies a complaint to ASET against a Professional Technologist?
正解：D
解説：
The ASET Code of Ethics firmly requires that members "undertake and accept responsibility for professional assignments only when qualified by training and experience." This is the concept of working strictly within one's "scope of practice." Providing technical advice, designs, or professional opinions on subjects outside of one's specific area of competence is a severe ethical violation and a major safety hazard. If an electrical technologist attempts to provide structural engineering advice, they lack the requisite knowledge, thereby directly endangering the public and exposing themselves to disciplinary action. This behavior entirely justifies a formal complaint to ASET for unskilled practice or unprofessional conduct. Conversely, while being late (Option A) or sleeping at a desk (Option B) are poor employment behaviors that warrant internal HR discipline by the employer, they do not typically constitute regulatory "unprofessional conduct" unless they directly result in a safety hazard. Being vocal about deficiencies (Option C) is actually ethical behavior, as it protects the public.
質問 # 47
Which of the following statements describes termination for just cause?
正解：D
解説：
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.
質問 # 48
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