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BUSINESS MANAGEMENT Midterm: Ontario's Human Rights Code

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llsuekimura22
11 Feb 2022
School
Cavite State University
Department
Business
Course
BUSINESS MANAGEMENT
Professor

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Document Summary

Please answer the question below based on these criteria students answer each question with relevant legislative, case law, and theoretical support. In particular, the precise relevant legislation is cited throughout the assignment. The human resources management solution must be comprehensive considering all human resources management strategies and functions. Further, the human resources management solutions must be supported with peer-reviewed journal articles and industry best practices. Question : ontario"s human rights code currently lists 16 prohibited grounds of discrimination. Although weight discrimination is one of the most common forms of discrimination in the workplace, weight is not one of the 16 prohibited grounds. In the workplace, weight discrimination is one of the most frequently underreported, yet in addition generally pervasive, types of bias. Treating an individual unreasonably in light of their characteristics or what their identity is known as discrimination. Discrimination dependent exclusively upon one"s weight is known as weight discrimination.

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Related Questions

  1. How can HR professionals demonstrate that they provide value in terms of return on investment for an organization?
  2. How do an organization’s vision, mission, and strategywork together to help organizations survive and thrive, and what is the role recruitment and selection plays in this? Clearly define each of the terms within your answer.
  3. Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
  4. Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
  5. Can an invalid selection test be reliable? Can an unreliable selection test be valid? Explain, and provide examples of each instance to illustrate.
  6. Compare and contrast content, construct, and criterion related validity strategies? Provide an example of each approach
  7. Define, compare, contrast, and provide examples of fairness and bias as used in the context of HR selection
  8. Would the Canadian Charter of Rights and Freedoms prohibit an employer from putting in place a selection system that favoured women over men in the hiring process? Could such discrimination ever be justified under the Charter?
  9. What are the prohibited grounds of employment discrimination in Alberta, define prohibited grounds of employment discrimination?
  10. What does it mean to accommodate someone to the point of undue hardship?
  11. Why is basing hiring practices on a “gut feeling” risky business?
  12. Why is a job analysis essential to the defence of any selection process or selection system?
  13. What is the relationship of a “position” to a “job” and a “job” to a “job family”?
  14. What are the major differences between a competency-based selection system, and one developed through job analysis?
  15. What is a competency? Defend your answer
  16. If you were limited in selecting employees based on only one of the four types of performance discussed in this chapter, which one would you choose? Why?
  17. Why is it important to understand performance as part of the recruitment and selection process?
  18. Define task performance, contextual performance, adaptive behaviour, and counterproductive behaviour. Discuss the role each of these plays in developing a recruitment and selection system.
  19. List and explain each of the performances defined in Campbell’s performance taxonomy

 

Identify which human resources management activity is being illustrated in the following examples:
 
HR management activities:
staffing  compensation & benefits training & development 
compliance  employee relations  
 
1) Identify which human resources management activity is being illustrated in the following examples:
 
6) _____ training and dev _____ A manager conducts job orientation for several new employees.
7) _____ An HR manager makes sure the company is following equal employment opportunity (EEO) laws.
8) _____ An HR manager negotiates with an insurance carrier to get a good deal for the company.
9) _____ An HR manager listens to and records an employee grievance.
10) _____ A supervisor negotiates a job offer with a candidate.
11) _____ A department manager develops an instruction manual for one of the company's job positions.
12) _____ An HR manager perfors background and reference checks on a potential candidate.

The Fair Credit Billing Act:

a. prohibits discrimination on the basis of race, color, religion, national origin, sex, marital status, age, receipt of public assistance, or good faith exercise of any rights under the Consumer Credit Protection Act

b. requires prompt written acknowledgment of consumer billing complaints and investigation of billing errors by creditors

c. specifies what a collection source may and may not do when pursuing payment of past due accounts

d. protects information collected by consumer reporting agencies such as credit bureaus, medical information companies, and tenant screening services; organizations that provide Information to consumer reporting agencies also have specific legal obligations, including the duty to investigate disputed information