ADM 2337 Study Guide - Final Guide: Interactive Voice Response, Nominal Group Technique, High School Diploma

138 views17 pages

jadecheetah996

16 Oct 2011

School

Department

Course

Professor

For unlimited access to Study Guides, a Grade+ subscription is required.

Document Summary

Ch. 2: the changing legal emphasis: from compliance to valuing diversity. Importance of understanding legal environment: limiting potential liability, doing the right thing, underlining shared responsibility. Advance the employment circumstances of designed groups (employment equity, pay equity) Intentional: deliberate use of race, religion or other prohibited criteria in employment decisions. (most in canada is at the systemic level, but there are some intentional cases) Reasonable accommodation: adjustments in the job content and working conditions that an employer may be expected to make in order to accommodate a person protected by human rights provisions. (handicap people) Justified business reason for discriminating against a member of a protected class. Ex: modeling might want certain gender, or height. Catholic school may want teachers who are catholic only to teach there. **customer bases/preference is not a reason to form a bfor** Equal pay for work of equal value. *forces companies to examine how they do hiring, to avoid discrimination dispute.

Related Questions

You are new to an organization and they are looking at their employment hiring systems and employee relationships. They are trying to determine whether to hire employees as at-will or on contract. They further need advise on how the decision on what type of employment relationship they chose might be effected by discrimination laws. What is meant by "at-will employment" and what advice would you give an organization regarding this type of employment relationship? What effect do laws prohibiting certain kinds of hiring discrimination have on at-will employment? And do discrimination laws only benefit job seekers or do companies benefit from the enforcement of discrimination laws? If so, how? Make sure to completely answer this question in your initial response based on your understanding of the content

In Texas, which of the following is true with regard to employment discrimination cases?

a. Employment discrimination cases are often appropriate for motion for summary judgment because they involve questions of case law as to intent and motive which are questions for the jury to decide.

b. Employment discrimination cases are often appropriate for motion for summary judgment because they involve questions of law as to intent and motive which are questions for the judge to decide.

c. None of the other choices are correct.

d. Employment discrimination cases are rarely appropriate for motion for summary judgment because they involve questions of law as to intent and motive which are questions for the jury to decide.

e. Employment discrimination cases are rarely appropriate for motion for summary judgment because they involve questions of fact as to intent and motive which are questions for the jury to decide.

emeraldcod140

Anti-Discrimination Employment Law

Class: Please visit the Equal Opportunity Commission to learn about employment laws related to discrimination. Choose a law to read about at the links on the right.

What are some laws that employers must consider when hiring employees? What problems can arise within the recruiting and selection process that employers must be careful to comply with employment laws?

This will help answer the questions:

http://www.eeoc.gov/laws/index.cfm

Be sure to cite your information and include your reference.

ADM 2337 Study Guide - Final Guide: Interactive Voice Response, Nominal Group Technique, High School Diploma

Document Summary

Get access

Related Documents

ADM 2337 Lecture Notes - Lecture 3: Glass Ceiling, Protected Group, Canadian Human Rights Act

ADM 2337 Lecture Notes - Lecture 3: Protected Group, Reasonable Accommodation, Canada Labour Code

ADM 2337 Lecture Notes - Lecture 2: Reasonable Accommodation, Occupational Segregation, Protected Group

Related Questions