Final answer:
In Scenario 3.4, the legislation that applies is provincial human rights law and labour law.
Step-by-step explanation:
In Scenario 3.4, the legislation that applies to the case would be provincial human rights law and labour law. These laws govern employee rights and protect against discrimination in the workplace. They ensure that employees are treated fairly and have access to equal employment opportunities.
The correct legislation applicable to Scenario 3.4, which likely pertains to employment discrimination, is option b: the Employment Equity Act and Canadian Human Rights Act, comparable to US anti-discrimination laws like the Civil Rights Act of 1964.
The scenario in question likely pertains to a situation involving employment law and discrimination. Given that the provided materials reference the Civil Rights Act of 1964 and other U.S. employment laws, we may infer that this scenario would similarly involve anti-discrimination employment legislation. Therefore, looking at Canadian context, the Employment Equity Act and the Canadian Human Rights Act would be pertinent as they resemble the U.S. laws referenced in the material. Option b, the Employment Equity Act and Canadian Human Rights Act, is most likely the correct legislation that applies in this case. These Acts prohibit employment discrimination on various grounds, similar to the protections offered by the Civil Rights Act of 1964 in the United States.