HROB 2100 Chapter Notes - Chapter 1: Fide, Equal Protection Clause

12 views2 pages
Published on 12 Apr 2013
School
University of Guelph
Department
Human Resources and Organizational Behaviour
Course
HROB 2100
Professor
Page:
of 2
Chapter 1: Changing Legal Emphasis
Regulations-legally binding rules established by the special regulatory bodies created to enforce
compliance with the law and aid in its interpretation
Employment (labour) standards legislation-laws present in every Canadian jurisdiction that
establish minimum employee entitlements and set a limit on the max number of hours permitted
per day to work
Charter of Rights and Freedom-federal law enacted in 1982 that guarantees fundamental
freedoms to all Canadians
Equality Rights-section 15 of the Charter of Rights and Freedoms, which guarantees the right to
equal protection and equal benefit of the law without discrimination
Discrimination-as used in the context of human rights in employment, a distinctions, exclusion,
or preference, based on one of the prohibited grounds, that has effect of nullifying or impairing
the right of a person to full and equal recognition and exercise his or her human rights and
freedoms
Unintentional/constructive/systematic discrimination-embedded in policies and practices that
appear neutral on the surface and are implemented impartially but have an adverse impact on
specific groups of people for reasons that are not job related or required for the safe and efficient
operation of business
Reasonable Accommodation-adjustment of employment policies and practices that an
employer may be expected to make so that no individual is denied benefits, disadvantaged in
employment, or prevented from carrying out the essential components of a job because of
grounds prohibited in human rights legislation
Undue Hardship-point to which employers are expected to accommodate under human rights
legislative requirements
Bona fide occupational requirement (BFOR)-a justifiable reason for discrimination based on
business and necessity (that is, required for the safe and efficient operation of the organization)
or a requirement that can clearly be defended as intrinsically required by the tasks an employee is
expected to perform
Harassment-unwelcome behaviour that demeans, humiliates, or embarrasses a person and that a
reasonable person should have known would be unwelcome
Sexual Harassment-offensive or humiliating behaviour that is related to a person’s sex, as well
as behaviour in a sexual nature that creates an intimidating, unwelcome, hostile, or offensive
work environment or that could reasonably be thought to put sexual conditions on a person’s job
or employment opportunities
Sexual Coercion-harassment of a sexual nature that results in some direct consequences to the
worker’s employment status or some gain in or loss of tangible benefits
Sexual Annoyance-sexually related conduct that is hostile, intimidating, or offensive to the
employee but has no direct link to tangible job benefits or loss thereof
Occupational Segregation-the existence of certain occupations that have traditionally been male
dominated and others that have been female dominated
Glass Ceiling-invisible barrier, caused by attitudinal or organizational bias, which limits the
advancement opportunities of qualified designated members
K,S,A’s-knowledge, skills, and abilities
Underemployment-being employed in a job that does not fully utilize one’s K,S, A’s
Employment Equity Program-detailed plan designed to identify and correct existing
discrimination, redress past discrimination, and achieve a balanced representation of designed
group members in the organization
Utilization Analysis-comparison of the internal workforce representation with external
workforce availability
Employment Systems Review-examination of corporate policies and procedures, collective
agreements, and informal practices to determine their impact on designated group members so
that the existing intentional or systematic barriers can be eliminated
Positive Measures-initiatives designed to accelerate the entry, development, and promotion of
designated group members aimed at overcoming the residual effects of past discrimination
Accommodation Measures-strategies to assist designated group members
Supportive Measures-strategies that enable all employees to achieve better balances between
work and other responsibilities
Reverse Discrimination-giving preference to designated group members to the extent that non
members believe they are discriminated against
Diversity Management-activities designed to integrate all members of an organization’s
multicultural workforce and use their diversity to enhance the firm’s effectiveness

Document Summary

Regulations-legally binding rules established by the special regulatory bodies created to enforce compliance with the law and aid in its interpretation. Employment (labour) standards legislation-laws present in every canadian jurisdiction that establish minimum employee entitlements and set a limit on the max number of hours permitted per day to work. Charter of rights and freedom-federal law enacted in 1982 that guarantees fundamental freedoms to all canadians. Equality rights-section 15 of the charter of rights and freedoms, which guarantees the right to equal protection and equal benefit of the law without discrimination. Undue hardship-point to which employers are expected to accommodate under human rights legislative requirements. Harassment-unwelcome behaviour that demeans, humiliates, or embarrasses a person and that a reasonable person should have known would be unwelcome. Sexual coercion-harassment of a sexual nature that results in some direct consequences to the worker"s employment status or some gain in or loss of tangible benefits.