SMO311 Chapter Notes - Chapter 2: Employment Equity (Canada), Canadian Human Rights Commission, Canadian Human Rights Act

• School: University of Alberta
• Department: Strategic Management and Organization
• Course: SMO311
• Professor: Kent Rondeau

Document Summary

Duty to accommodate: a(cid:374) e(cid:373)ploye(cid:396)(cid:859)s duty to (cid:272)o(cid:374)side(cid:396) ho(cid:449) a(cid:374) e(cid:373)ployee(cid:859)s characteristics such as disability, religion, or gender can be accommodated and to take (cid:858)(cid:272)o(cid:396)(cid:396)e(cid:272)ti(cid:448)e(cid:859) a(cid:272)tio(cid:374). Canadian human rights commission / tribunal (chrc): canadian employment equity act: refers to a federal law to remove employment barriers and promote workplace equality and equity. 2. 1. 5 privacy in the workplace: the personal information protection and electronic documents act (pipeda) is a federal la(cid:449) that (cid:858)sets out g(cid:396)ou(cid:374)d (cid:396)ules fo(cid:396) ho(cid:449) p(cid:396)i(cid:448)ate se(cid:272)to(cid:396) o(cid:396)ga(cid:374)izatio(cid:374)s (cid:373)ay (cid:272)olle(cid:272)t, use, o(cid:396) disclose personal information. Most provinces also have their own legislation that protect employees from disclosures of their information without their consent. 2. 1. 6 employment and labour standards: federal, provincial, and territorial laws provide minimum standards for employees in areas that typically include: minimum wage, overtime pay, hours of work, general holidays, layoff procedures, etc. The canadian labour code (or their provincial equivalencies) are responsible for enforcing labour standards.