Study Guides (248,567)
Canada (121,628)
MHR 523 (220)
J Howard (1)
Midterm

human resource midterm

5 Pages
74 Views
Unlock Document

Department
Human Resources
Course
MHR 523
Professor
J Howard
Semester
Winter

Description
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 -
More Less

Related notes for MHR 523

Log In


OR

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


OR

By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.


Submit