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HR > HR Legal Requirements And Managing ADiversity > Flashcards

HR Legal Requirements And Managing ADiversity Flashcards

1
Q

Government role in HR

A

Federal and provincial laws regulate employee employer relationship

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2
Q

Responsibility of HR specialist

A

Stay update with law
Develop and administer program to ensure compliance
Managing diversity

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3
Q

Charter of rights and freedom

1982

A

1982
Charter provide fundamental right to every Canadian
guarantee equality before the law

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4
Q

human rights act

1977

A

provide equal employment opportunities without race, colour , age , sex ,
Federal”law prohibiting discrimination
Passed by parliament/enforced-federal human rights commission
applied to employers under federal jurisdiction

Provincial law enforced-provincial human rights commission-provincial jurisdiction employers

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5
Q

Directs &indirect discrimination

A

Direct-on grounds specified in human rights legislation
-illegal

Indirect-company policy practice that are not intentionally -but discriminatory effect
Eg. minimum height

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6
Q

Bona fideoccupaational requirement(BFOR)

A

Justified business reason for describing ring against a member of protected class

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7
Q

Duty to accommodate

A

Requirement that an employer must accommodate the employee to the point of undue hardship

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8
Q

Prohibited grounds of describing toon

A 
Race and colour
National and ethnicity
Religion 
Gender identity
Sex sexual orientation 
Age
Married
Disability
Pardoned convict
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9
Q

Harassment

A

Treating an employee in a disparate manner bcoz of sex , race, religion ,age

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10
Q

Sexual harassment

A

Unwelcome sex or gender based conduct that has adverse employment consequence for the complainant

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11
Q

Enforcement of Human rights act

A

Canadian human rights commission (CHRC)

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12
Q

Employment equity

A 
equal employment opportunity
Women
Disabled
Visible minority
Aboriginal people
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13
Q

Employment equity act 1987

A

Abella commission
Passed by federal government 1987
federal law to remove employment barriers and to promote equality

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14
Q

Employment equity amendment 1996

A

Employers are responsible for providing reasonable accommodation
Eg sign language interpreter for deaf interview

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15
Q

Functional impact of employment equity

A 
Hr plans
Job description
Recruiting
Selection
Training
Performance appraisal
Compensation program
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16
Q

steps of employment equity program

A 
Show commitment
Appoint director
Publicize
Workforce survey
Develop goal and time frame
Design program
Establish control
17
Q

Pay equity

A

Equal pay for work of equal value than men if their job are equal value

Illegal to pay women less

18
Q

Reverse descrimination

A

Happen when an employer seeks to hire or promote a member of a protected group

19
Q

Principles of natural justice

A 
Minimum standard of fairness
Of hearing and process
Right
To a fair hearing
To a bias free proceeding
To present opposing argument
To a timely notice
20
Q

HR challenges

A 
Canadian labour code1971
Dismissal
Hours of work
Minimum wage
Occupational health 
Week rest
Whims
21
Q

Diversity management

A

A diverse workforce requires managers with new leadership styles who understand employees varying needs and offering flexible management policies and practices

22
Q

Organization barriers

A

Old boys network
Glass ceiling
Stereo typing

23
Q

Workplace diversity

A

Imp human characteristics that influence employee values and behaviour

24
Q

Dimensions of diversity

A

Core———age,sex,religion,

Secondary——education ,income ,language

25
Q

Managing diversity

A

Differencesace acknowledge

Treat employees as individuals not group

26
Q

Steps in managing diversity

A

1Identify future state
2Analyze present system
3Change system
4Evaluate result and follow up

27
Q

1Identify ideal future state

A

Obtain current workforce composition
Forecast future
Assess values

28
Q

2Analyze present system and procedure

A

Examine current policies practices rules

Determine their appropriateness for diverse workforce

29
Q

3Change system , procedure and practice

A

Check system is relevant for mission and strategy

If not modify

30
Q

Factors essential to make change

A 
Sr manager commitment 
Establish diversity committee
Education and retraining
Communication change
Evaluation and follow up
31
Q

Current industry diversity practice

A 
Diversity training
Mentoring
Alternative work
Apprenticeship
Support groups
Communication standards
32
Q

discrimination

A

a showing of partiality in treatment ,

33
Q

old boys network

A

set of informal relationship among male managers

34
Q

glass ceiling

A

invisible but real obstruction to career advancement

HR (10 decks)

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