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MHR 523 (503)
Lecture

Human Resources Management Ch 2

2 Pages
108 Views

Department
Human Resources
Course Code
MHR 523
Professor
Margaret Yap

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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 ± RIIHQVLYHKXPLOLDWLQJEHKDYLRXUUHODWHGWRSHUVRQVVH[EHKDYLRXUOHDGVWR
LQWLPLGDWLQJKRVWLOHRIIHQVLYHZRUNHQYLURQPHQWVH[XDOFRQGLWLRQRQSHUVRQVMRE/employment
opportunities
Sexual coercion ± results in some direct FRQVHTXHQFHWRZRUNHVHPSOR\PHQWVWDWXVJDLQORVVRI
tangible job benefits
Sexual annoyance ± hostile, intimidating, offensive conduct to employee, no direct link to gain/loss
tangible job benefits
Occupational segregation ± certain occupations, traditionally dominated by men, others by women
Glass ceiling ± invisible barrier, bias, limits advancement opportunities of qualified designated group
members
4 Designated Groups ± women, aboriginals, people with disabilities, visible minorities
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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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