Class Notes (839,331)
Canada (511,272)
Human Resources (1,155)
MHR 523 (473)
Lecture

Human Resources Management Ch 2

2 Pages
108 Views

Department
Human Resources
Course Code
MHR 523
Professor
Margaret Yap

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Description
Chapter 2 ± The Changing Legal Emphasis Regulations ± legally binding rules established by special regulatory bodies created to enforce compliance with law & aid in its interpretation Employment (labour) standards legislation ± laws present in every Canadian jurisdiction, establish minimum employee entitlements & set limit on maximum number of hours of work permitted per day/week Charter of Rights & Freedoms ± federal law, 1982, guarantees fundamentals freedoms to all Canadians Equality rights ± section 15 of Charter, guarantees right to equal protection & equal benefit of law without discrimination Discrimination ± human rights in employment, a distinction, exclusion, preference, based on one of prohibited grounds, effect of nullifying/impairing right of person to full & equal recognition & exercise of their rights & freedoms Unintentional/constructive/systematic discrimination ± embedded in policies & practices, appear neutral, implemented partially, adverse impact on specific groups of people for reasons not job related/required for safe & efficient operations Reasonable accommodation ± adjustment of employment policies & practices employer expect to make so no individual denied benefits, disadvantaged in employment, prevent from carrying out essential components of job because grounds prohibited in human rights legislation Undue hardship ± employers expected to accommodate under human rights legislative requirements Bona fide occupational requirement (BFOR) ± justifiable reason for discrimination based on business necessity (safety & efficiency) or task employee expected to perform Harassment ± unwelcome behaviour, humiliates, embarrasses person; person should know unwelcome Harassment Policies ± anti-harassment policy statement with organization commitment, info for victims, employee rights & responsibilities, employer & manager responsibilities, anti-harassment policy procedures, penalties for retaliation against complainant, guidelines for appeals, other options (union & HR complaints), how policy monitored/adjusted Sexual harassment ± 411038L;0K:2LOL,9L3J-0K,;L4:770O,90/94507843¶880[-0K,;L4:7O0,/894 L39L2L/,9L3JK489LO0411038L;0Z47N03;L743203980[:,O.43/L9L4343507843¶8M4-/employment opportunities Sexual coercion ± results in some direct .43806:03.094Z47
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