Hmgt4150 - Chapter 2

Front 1

reasonable accommodation 43

Back 1

Attempt by employers to adjust the working conditions or schedules of employees with disabilities or Religious preferences.

Front 2

diversity management 59

Back 2

The optimization of an organization's multicultural workforce in order to reach business objectives.

Front 3

reverse discrimination 44

Back 3

Giving preference to members of certain groups such that others feel they are the subjects of discrimination.

Front 4

sexual harassment 48

Back 4

Unwelcome advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature in the working environment,

Front 5

designated groups 52

Back 5

Women, visible minorities, First Nations peoples, and persons with disabilities who have been disadvantaged in employment.

Front 6

bona fide occupational qualification (8FOQ] 41

Back 6

A justifiable reason for discrimination based on business reasons of safety or effectiveness.

Front 7

4. Explain and describe discrimination harassment in the workplace.

Back 7

* Discrimination is denying someone something because of race, ethnic background, marital status, or other prohibited grounds under human rights legislation.
* Harassment is any behaviour that demeans, humiliates, or embarrasses a person.
*Discrimination and harassment are illegal under human rights legislation.

Front 8

2. Describe the legal framework and the impact of the Charter of Rights and Freedoms on HRM.

Back 8

*There are two distinct sets of legislation-federal and provincial.
* The Canadian Charter of Rights and Freedoms is the cornerstone of contemporary employment legislation.

Front 9

pay equity 58

Back 9

practice of equal pay for work of equal value.

Front 10

describe discrimination in the workplace.

Back 10

Discrimination is denying someone something because of race, ethnic background, marital status, or other prohibited grounds under human rights legislation.

Front 11

Describe harassment in the workplace

Back 11

Harassment is any behaviour that demeans, humiliates, or embarrasses a person.
*Discrimination and harassment are illegal under human rights legislation.

Front 12

What is employment equity

Back 12

employment of individuals in a fair and unbiased manner

Front 13

1. Explain the impact of laws on the behaviour and actions of supervisors and managers.

Back 13

* Accepted practices and behaviours of supervisors and managers toward their employees is governed through a variety of employment legislation-at both the provincial and federal levels.
* Various laws establish certain minimum Requirements regarding working conditions as well as providing protection of basic human rights.

Front 14

3. Identify the general types of employment laws in Canada.

Back 14

* Employment standards Legislation describes the basic obligations of Employers.
* Labour legislation governs both the process by which a trade union acquires bargaining rights and the procedures by which trade unions and employers engage in collective bargaining.
* Health, safety, and workers' compensation legislation describes the expected standards for health and safety in the Workplace and the impact lf an employee is injured.
* Human rights legislation prohibits discrimination on the basis of such areas as race, ethnic origin, marital status, and gender.
* Human rights legislation is paramount over other employment laws.
* Human rights legislation also protects individuals from sexual and other types of harassment.

Front 15

5. Describe the line manager's role in creating a work environment that is free from harassment and discrimination.

Back 15

* Supervisor or manager needs to ensured that unacceptable behaviours are dealt with.
* Supervisor is expected to work with employees to ensure that they are behaving and acting in an acceptable Fashion.
*Line manager is key link in creating an appropriate work environment.

Front 16

6. Explain employment equity and pay equity.

Back 16

* Employment equity refers to the employment of individuals in a fair and unbiased manner.
* Four groups in Canada (women, visible minorities Nations peoples, and people with disabilities) have been designated as those needing help to fix past wrongs.
*The federal government and some provinces have legislation to help achieve a more equitable workforce.
* Pay equity means equal pay for work of equal value.
* Pay equity examines job content and compares dissimilar work in an organization.

Front 17

7. Describe the differences between diversity and employment equity.

Back 17

* Managing diversity not only incorporates but also goes beyond employment equity.
* The goal of diversity management is to make optimal use of an organization's multicultural workforce in order to Realize strategic business advantages.

Front 18

systemic discrimination 53

Back 18

The exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job-related.

Front 19

Importance of Human rights legislation

Back 19

* prohibits discrimination on the basis of race, ethnic origin, marital status, and gender.
* is paramount over other employment
laws.
* protects individuals from sexual
and other types of harassment.

Front 20

employment equity

51

Back 20

The employment of individuals in a fair and nonbiased manner