ADMN 232 Chapter Notes - Chapter 12: Succession Planning, Hostile Work Environment, Structured Interview
18 Aug 2018
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Chapter 12: the legal context, employment legislation, most provinces have an employment (labour) standards act. The general effect of these laws, which are still evolving through court decisions, is that employers may not discriminate in employment decisions on the basis of gender, sexual orientation, age, religion, colour, national origin, race, or disability. Stated another way, employment decisions should be based on fa(cid:272)tors that are (cid:862)jo(cid:271) related,(cid:863) (cid:862)reaso(cid:374)a(cid:271)l(cid:455) (cid:374)e(cid:272)essar(cid:455),(cid:863) or a (cid:862)(cid:271)usi(cid:374)ess (cid:374)e(cid:272)essit(cid:455)(cid:863) for su(cid:272)(cid:272)essful jo(cid:271) perfor(cid:373)a(cid:374)(cid:272)e. Each province has its own act dealing with workplace safety. Requirements relating to safety equipment, accident investigation, workplace hazardous materials information sheets (whmiss), and safe work procedures are detailed in these provincial acts: employment discrimination: Canadians of asian origin, who tend to be shorter. Also, some job evaluation systems may include culturally (non-job-related) biased questions; and some job situations may discriminate against some cultures: workplace harassment:
