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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #14-Dismissal with Cause.docx

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27 Feb 2012
99
Dismissal without notice or pay in lieu of notice is severe, the courts are reluctant to reach this result. The onus of proof is on an employer to show
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #13-Termination and Severance Pay Requirements Under the ESA.docx

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27 Feb 2012
64
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #16-Post-Employment Obligations.docx

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27 Feb 2012
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Under common law, it is an implied term of every employment contract than an ee serve an er honestly and loyally. Aspects of this obligation continue a
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #15-Dismissal Without Cause.docx

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27 Feb 2012
77
Unless and er is able to prove that an ee fundamentally breached the terms of employment contract, any dismissal must proceed on a without-just-cause b
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #10- Privacy Inside and Outside the Workplace.docx

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27 Feb 2012
74
Chapter #10: privacy inside and outside the workplace. As federal legislation, personal information protection and electronic documents act (pipeda) do
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #7-Occupational Health and Safety Act.docx

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27 Feb 2012
42
Ontario s health and safety legislation has been based on joint responsibility which is referred to as the internal responsibility system. In the inter
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #8-Workplace Safety & Insurance Act.docx

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27 Feb 2012
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #12-Resignation and Retirement.docx

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27 Feb 2012
76
There are 2 ways that the employment relationship may come to an end when the ee resigns or retiries. Absent coercion (voluntarily), a letter of resign
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #9-Equity In The Workplace - Copy.docx

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27 Feb 2012
24
Employment standards act so: equal pay for equal work* They perform substantially the same kind of work in the same establishment. Their performance re
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #5 Human Rights Issues.docx

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27 Feb 2012
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The hrc requires an er to maintain a workplace that is free from discrimination and harassment. It must make all employment decisions, including those
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #2-Human Rights Issues.docx

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27 Feb 2012
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #3-Common Law Issues.docx

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27 Feb 2012
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This principle also applies to false statements for example, lack of honestly, and the job requires a high degree of trust. To emphasize the important
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RYERSONLAW 529Pnina Alon- ShenkerWinter

LAW 529 Chapter Notes - Chapter 4: Golden Parachute

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27 Feb 2012
58
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RYERSONLAW 529Pnina Alon- ShenkerWinter

Chapter #6-Employment Standards Act.docx

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27 Feb 2012
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Ontario employment standards act, 2000 (esa) sets out minimum terms and condition of work. Including hours of work; overtime premium pay; public holida
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RYERSONLAW 529Pnina Alon- ShenkerWinter

LAW 529 Chapter Notes - Chapter 1: Canada Labour Code, Personal Information Protection And Electronic Documents Act, Canada Pension Plan

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27 Feb 2012
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RYERSONMHR 505Genevieve FarrellWinter

MHR 505 Chapter Notes -Hierarchical Organization, Flat Organization

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27 Feb 2012
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Explain organizational structure and the key concepts of differentitation it is important to understand these concepts and discuss why. Organizational
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RYERSONMHR 505Genevieve FarrellWinter

OBXtra 1.docx

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27 Feb 2012
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RYERSONMHR 505Genevieve FarrellWinter

OBXtra 4.docx

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27 Feb 2012
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RYERSONMHR 505Genevieve FarrellWinter

OBXtra 2.docx

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27 Feb 2012
28
Emotional intelligence (ei): is our ability to recognize and understand the impact that our emotions have on ourselves and on our relationships with ot
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RYERSONMHR 505Genevieve FarrellWinter

OBXtra 3.docx

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27 Feb 2012
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RYERSONMHR 505Genevieve FarrellWinter

MHR 505 Lecture Notes - Organizational Culture

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27 Feb 2012
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#1: define organizational culture and explain why it is important in today s business environment. Organizational (corporate) culture a pattern of basi
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RYERSONMHR 505Genevieve FarrellWinter

Ch#11 NOTES.docx

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27 Feb 2012
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Chapter #11: negotiating and bargaining (pages 333-335, learning objective #7) #7: define negotiation (bargaining); distinguish between distributive an
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RYERSONMHR 505Genevieve FarrellWinter

MHR 505 Chapter Notes -Flight Controller, Peer Pressure, Team Dynamics

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27 Feb 2012
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#1: define teams, explain how they differ from groups, and contrast the 3 types of task interdependence. Team: is defined as 2 or more people with a co
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RYERSONMHR 505Genevieve FarrellWinter

MHR 505 Chapter Notes -Reward System

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27 Feb 2012
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RYERSONMHR 505Genevieve FarrellWinter

MHR 505 Lecture Notes - Cadence Skill, Flextime, Job Rotation

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27 Feb 2012
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RYERSONMHR 505Genevieve FarrellWinter

MHR 505 Chapter Notes -Six Sigma, Knowledge Management, Queen'S Privy Council For Canada

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27 Feb 2012
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Define organizational behaviour (ob) and explain its roots. Organizational behaviour is a field of study that seeks to understand, explain, predict and
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RYERSONMHR 505Genevieve FarrellWinter

Ch#8 NOTES.docx

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27 Feb 2012
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RYERSONLAW 122Avi WeismanWinter

Chapter #12.docx

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27 Feb 2012
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Chapter #12: contractual remedies y one or more remedies may be available if a contract is breached. In the vast majority of cases, the remedy for a br
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RYERSONLAW 122Avi WeismanWinter

LAW 122 Chapter Notes - Chapter 11: Ender Wiggin

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27 Feb 2012
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A contract is discharged: when the parties are relieved of the need to do anything more. The most common form of discharge is performance: performance:
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RYERSONLAW 122Avi WeismanWinter

Chapter #7.docx

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27 Feb 2012
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Intention to create legal relations y y y. Intention to create legal relations: arises if a reasonable person would believe that they parties intended
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RYERSONLAW 122Avi WeismanWinter

LAW 122 Chapter Notes - Chapter 8: Estoppel

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27 Feb 2012
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Consideration must be provided by both parties y consideration: exists when a party either gives (or promises to give) a benefit to someone else or suf
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RYERSONLAW 122Avi WeismanWinter

LAW 122 Chapter Notes - Chapter 1: Property Insurance

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27 Feb 2012
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Chapter #1: risk and management and sources of law. Important to realize that law can hurt and help y y a contract is a legal concept that allows peopl
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RYERSONLAW 122Avi WeismanWinter

Chapter #10.docx

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27 Feb 2012
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Six different contractual defects and their legal consequences incapacity, absence of writing, mistake, frustration, illegality, and unfairness during
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RYERSONLAW 122Avi WeismanWinter

LAW 122 Chapter Notes - Chapter 2: Contingent Fee, Professional Liability Insurance, Counterclaim

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27 Feb 2012
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Litigation: the system of resolving disputes in court y risks: expensive, often unpredictable & frequently fatal to business relationships. %, if you d
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RYERSONLAW 122Avi WeismanWinter

Chapter #9.docx

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27 Feb 2012
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It does not impose a contractual obligation, it could induce the creation of a contract, it does not form part of that contract. The distinction b/t th
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RYERSONLAW 122Avi WeismanWinter

LAW 122 Lecture Notes - False Imprisonment

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27 Feb 2012
21
Intentional torts: involve intentional, rather than merely careless, conduct y y torts that have been labelled as intentional torts : assault, battery.
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RYERSONLAW 122Avi WeismanWinter

LAW 122 Lecture Notes - Private Law, Punitive Damages

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27 Feb 2012
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Introduction to tort law y there are 2 main sources of obligations in private law: contract and tort y a tort generally consists of a failure to fulfil
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RYERSONLAW 122Avi WeismanWinter

Chapter #6.docx

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27 Feb 2012
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Tort of negligence: determines whether the defendant can be held liable for carelessly causing injury to the plaintiff y ex. A manufacture may produce
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RYERSONLAW 122Avi WeismanWinter

LAW 122 Chapter Notes - Chapter 5: Breach (Security Exploit), Malicious Falsehood

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27 Feb 2012
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Other important torts in business context: y conspiracy y. Interference with contractual relationships y unlawful interference with economic relations
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