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ADM2337 (212)
Lecture 2

ADM2337 Lecture 2: Untitled2
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Department
Administration
Course
ADM2337
Professor
Catherine Elliott
Semester
Fall

Description
—> federal employees CHRA, most provincial and territorial HR codes are similar to federal Systemic (or unintentional) = employment criteria that have the effect of discriminating on prohibited grounds but aren't used with the intent to discriminate (e.g, height, strength) —> policies or practices, using a requirement firm to act for you Intentional = deliberate use of race, religion or other employment criteria in employment decisions reasonable accommodation = adjustments in job content and working conditions that an employer may be expected to make in order to accommodate a person protected by human rights provisions under hardship —> human rights legislation mandates employers must accommodate to point of undue hardship —> under hardship refers to the point where ether financial costs or health & safety risks make accommodation impossible bona fide occupational requirement —> justified business reason for discriminating against a member of a protected class based on business reasons or safety (e.g, relies organizations, philanthropic charities, special-ed schools) Harassment —> unwelcome behaviour that demeans, humiliates, or embarrasses a person and that a reasonable person should have known would be unwelcome (e.g, bullying) —-> supreme court - employers responsibility to protect employees from harassment sexual harassment = unwelcome sexual advances, requests for sexual favours, and other physical and verbal contact of a sexual nature in the workplace, creates hostile WE Harassment policies To encourage a respectful workplace and reduce liability employers should • Establish organization-wide anti-harassment policy • Hold training session for all supervisors • Establish a formal complaint procedure • Act immediately on complaints; and discipline • To succeed it needs to be done confidentially   Employment equity • Federal employment equity act (1986/95) • Based on charter of rights and freedoms • More proactive approach needed o HR rights laws focus on prohibiting discrimination- reactive (based on complaints) • Employment equity legislation aims to o Remove employment barriers for disadvantaged groups • Different approach than the USA (affirmative action)   Employment equity designated groups • Women • Visible minorities • People with disabilities • Visible minorities • Aboriginal people Plight of 4 designated groups • Occupational segregation lower pay • Higher rates of unemployment • Underemployment ' • Class ceiling Employment equity act (1995) • Applies to organizations under federal jurisdiction (i.e., regulat
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