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20 Cards in this Set

  • Front
  • Back
reasonable accommodation 43
Attempt by employers to adjust the working conditions or schedules of employees with disabilities or Religious preferences.
diversity management 59
The optimization of an organization's multicultural workforce in order to reach business objectives.
reverse discrimination 44
Giving preference to members of certain groups such that others feel they are the subjects of discrimination.
sexual harassment 48
Unwelcome advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature in the working environment,
designated groups 52
Women, visible minorities, First Nations peoples, and persons with disabilities who have been disadvantaged in employment.
bona fide occupational qualification (8FOQ] 41
A justifiable reason for discrimination based on business reasons of safety or effectiveness.
4. Explain and describe discrimination harassment in the workplace.
* 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.
2. Describe the legal framework and the impact of the Charter of Rights and Freedoms on HRM.
*There are two distinct sets of legislation-federal and provincial.
* The Canadian Charter of Rights and Freedoms is the cornerstone of contemporary employment legislation.
pay equity 58
practice of equal pay for work of equal value.
describe discrimination in the workplace.
Discrimination is denying someone something because of race, ethnic background, marital status, or other prohibited grounds under human rights legislation.
Describe harassment in the workplace
Harassment is any behaviour that demeans, humiliates, or embarrasses a person.
*Discrimination and harassment are illegal under human rights legislation.
What is employment equity
employment of individuals in a fair and unbiased manner
1. Explain the impact of laws on the behaviour and actions of supervisors and managers.
* 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.
3. Identify the general types of employment laws in Canada.
* 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.
5. Describe the line manager's role in creating a work environment that is free from harassment and discrimination.
* 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.
6. Explain employment equity and pay equity.
* 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.
7. Describe the differences between diversity and employment equity.
* 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.
systemic discrimination 53
The exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job-related.
Importance of Human rights legislation
* 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.
employment equity

51
The employment of individuals in a fair and nonbiased manner