Chapter 1.docx

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Department
Human Resources and Organizational Behaviour
Course
HROB 2100
Professor
Sara Mann
Semester
Fall

Description
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 we
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