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MHR 523 (220)
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human resource midterm

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Human Resources
MHR 523
J Howard

Chapter 4 (hospitality) - Employment standards act (ESA) : this act sets out minimum terms and condition of employment.. such as minimum wage, hours of work, statutory holidays, and statutory leave. – this act applies to employees (not independent contractors) - Minimum wage in Ontario is 10.25; for liquor servers its 8.90$ - Termination notice/ pay under ESA – ranges from 1 to 8 weeks notice depending on length of service, under 3 months – none; 3 months to 1 year – 1 week notice; 3-4 years – 3 weeks notice; 8 or more years – 8 weeks notice – employer that terminated an employee may provide- advance notice of termination, or pay in lieu of notice, or both - Severance pay under ESA – is an addition to termination notice/ pay in lieu – for who worked for 5 years or more and if the employer has an Ontario payroll of $2.5 million, OR whose employer has terminated 50 or more employees in previous 6 months – 1 weeks pay for each year of service for a maximum of 26 weeks Chapter 4 - The Canadian charter of rights and freedoms is contained in the constitution act of 1982 - Charter provides fundamental rights to every Canadian - Federal law applies to employers under federal jurisdiction – provincial law applies to employers under provincial jurisdiction - Discrimination is illegal - Direct vs indirect discrimination – systemic (indirect or unintentional) discrimination eg minimum height and weight requirement - Human rights legislation – Bona fide occupational qualification (BFOQ) is a legal form of discrimination and has a justified business reason / - duty to accommodate – requirement of the employer to accommodate the employee to the point of “undue hardship” - Prohibited grounds of discrimination: Canadian Human Rights Act – race & color, national or ethnic origin, religion, age, sex & sexual orientation, marital and family status, disability, pardoned convicts - Harassment – to treat an employee inn a disparate manner because of that persons sex, race, religion, age, or other protective classification – Sexual harassment – unsolicited or unwelcomed sex - Canadian human rights commission (CHRC) is responsible to enforcement of Canadian human rights act (CHRA) - Employment equity act (1987) – abella commission on equality in employement was appointed – this act was passed by the federal covernment in 1987 - Employment equity amendment (1996) – as of 1996, employers are responsible for providing reasonable accommodation. Eg. Provide sign language interpreter for job interview with a deaf applicant, altering or grooming codes to allow aboriginal people to wear braids, etc. - Pay Equity – equal pay for equal value, federally, and most provinces its illegal to pay women less than men if their jobs are of equal value - Reverse discrimination- will arise when employer seeks to hire or promote a member of a protected group over an equally or better qualified candidate who is not a member of a protected group - Diversity management – a diverse workforce requires managers with new leadership styles that understand employees varying needs and creatively respond by offering flexible management policies and practices - Organizational barriers – “ old boys network” – informal relationship among male managers and executives providing increased career opportunities - glass ceiling – invisible barrier stopping women and visible minorities from advancing in their careers - strategic importance – diversity management: changing workforce, importance of human capital, diversity as a competitive advantage, paradigm shift, increasing role of work teams - steps in managing diversity – identify ideal future state -> analayze present systems $=& procedures -> change systems, procedures, and practices -> evaluate results and follow-up - Current industry practices  Diversity training programs – awareness training, skill-building training, content vs. process training  Mentoring programs – senior manager provides guidance, formal or informal  Alternate work arrangements – non-traditional work arrangements, provide more flexibility to employees  Apprenticeships- a form of on-the-job training, learn from an experienced person  Support groups- provide emotional support to new employee who shares a common attribute with the group  Communication standards- formal internal protocols, eliminate biases in communication Chapter 5 - Recruitment defined – it’s the process of finding capable individuals to apply for employment to accept a job offer when one is made to them - Recruiters are specialists within the HR department of large organizations - The recruitment process – CONSTRAINTS.. identify job openings -> identifying job requirements -> determine recruitment methods -> obtain applications - Internal recruiting – advantages are that the employee is familiar with the organization, improves employee morale & motivation – weaknesses are that internal competition can reduce cooperation, no “new blood” so can prevent creative solutions. - External recruiting – advantage is newer ideas and novel ways of solving problems may emerge – weaknesses are that newcomers may not fit in, usually more expensive, lowered morale and motivation of current employees -
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