BU354 Lecture Notes - Human Resource Management System, Market Environment, Job Sharing
Document Summary
Primary objective of employment legislation is to balance power and needs between workers and employers and prevent exploitation of power over each other. A company with employees in different jurisdictions must monitor each current legislation. Tort law (primarily judge-based law) has two categories: intentional and unintentional torts. To avoid abundance of complaints/prosecutions in court, each jurisdiction government creates special regulatory bodies (i. e human rights commissions, ministries of labour) that develop binding rules called regulations, evaluate complaints and enforce compliance with the law. Freedom of thought, belief, opinion, expression, including freedom of press/other media of communication. Human rights legislation protects every person residing in canada from intentional/unintentional discrimination in employment situations/delivery of goods: supersedes terms of any employment contract/collective agreement. Employers can discriminate based on bona fide occupational requirements (bfor), define as justifiable reasons for business necessity (i. e. blind people cant drive school busses: the miorin case establishes 3 main criteria to judge bfor discrimination:
