Lesson 2

Question 1

Define: charter of rights and freedoms

Answer 1

Under constitutional law

Applies to all

Question 2

Define: discrimination

Answer 2

Exclusion or preference based on any prohibited ground that has a nullifying effect or impairs human rights

Question 3

Define: employment standards legislation

Answer 3

Sets the minimum requirements in a jurisdiction

Wages, vacation, parental leave

Question 4

Define: harassment

Answer 4

Unwelcome behaviour that demons, humiliates, or embarrasses a person and should know to be unwelcome

Question 5

Define: KSAO

Answer 5

Knowledge, skills, abilities and other attributes or competencies

Question 6

Define: occupational segregation

Answer 6

Certain occupations that are traditionally male or female dominated (e.g teaching)

Question 7

Define: unintentional discrimination

Answer 7

Embedded in policies that seem neutral but have an adverse effect on protected groups

Question 8

Define: data warehouse

Answer 8

Database that is optimized for reporting and analyzing raw material that is used for decision making

Question 9

Define: E-HR

Answer 9

Technology that enables hr to integrate strategy, processes, and, humancapital to improve overall service

Question 10

Define: employee self service

Answer 10

Manage and access to personal information

Question 11

Define: HR technology

Answer 11

Any technology used to attract, retain, hire, and maintain talent, support administration

Question 12

Define: HRIS

Answer 12

Human resource information system

Integrated system to collect, analyze and store HR data

Question 13

Define: intranet

Answer 13

Network within an organization

Question 14

Define: management self serve

Answer 14

Access to a range of employee information as well as personal information and allows to process HR paperwork

Question 15

Define: Metrics

Answer 15

Measures of the impact of HRM practices on the performance of the organization and human capital

Question 16

Define: web based application

Answer 16

App that can be accessed from any computer attached to the internet

Question 17

Describe the Employment Labour Standards Legislation in Canada

Answer 17

Sets the minimum standards an employer has to abide by
Employees see it as a minimum
Employers see it as a glass ceiling
HR has to be the balance between

Question 18

Describe the human rights legislation and the potential impact for organizations

Answer 18

The act is in all jurisdictions

Ensures every person residing in Canada the protections for intentional and unintentional discrimination

Question 19

Describe the fundamental rights under the charter of rights and freedoms

Answer 19

Applies to all of Canada
Takes precedent over all other legislations and laws
Freedoms of
- conscience and religion
- thought, belief, opinion and expression
- peaceful assembly
- association

Question 20

Define discrimination and list the types of discrimination

Answer 20

It is the exclusion or preference based on any prohibited grounds that has a nullifying effect that impairs human rights
Direct discrimination
1. Differential: no individuals should be treated differently for any terms or conditions based on prohibited grounds
2. Discrimination because of association: denial of rights because of friendship or other relationships with protected groups
Indirect discrimination
1. Constructive
2. Systemic
It is embedded in policies and practices that appear neutral on the surface and are implemented impartially

Question 21

Describe employment equity and identify the four designated groups

Answer 21

It is designed to remove barriers in the workplace and promote equality for the designated groups

Women
Visible minorities
Disabilities
Aboriginal peoples

Question 22

Define diversity

Answer 22

..

Question 23

Describe the role of HR in ensuring compliance

Answer 23

….

Question 24

Explain the importance and role of technology in HRM

Answer 24

HRIS
Compile profiles of employees helping with deciding who will be next in line for a position
HRM translates data stored in HRIS into meaningful information to assist with overall strategic goals
Takes the admin part of HR out, employee and management self serve
Assists with recruiting and selection, maintain talent, collecting and delivering information

Enables them to achieve three objectives

1. Strategic alignment
2. Business intelligence
3. Effectiveness and efficiency

Question 25

The seven core competencies that have emerged from technology How has the traditional role changed?

Answer 25

``` Mastery of HR tech Strategic contribution Buisness knowledge Personal credibility Data management Financial management HR service delivery ``` 1. Decrease in transactional activities 2. Increased customer focus 3. Increase delivery of strategic services

Question 26

Define HRIS and identify its main components

Answer 26

Integrated system used to gather, store and analyze information regarding an organizations Human Resources Enables professionals to collaborate and ensure efficiency, become more customer focused, and align their activities with the business plan Help automate and simplify tasks, reduce admin activities and provide management with data resources Has the data warehouse Used to imp over the quality of decisions made by managers, which is important for human capital

Question 27

Define e-HR and describe the benefits of web based services

Answer 27

Tech that enables HR to integrate strategies, process, and Human capital to improve overall service Takes away traditional HR services - hr portal gives users a single access point for customized personal HR services (Personal info, banking, payroll, benefits, payroll information, record vacation and sick days)

Question 28

Explain the key trends in HR technology

Answer 28

...

Question 29

The hierarchy of employment legislation

Answer 29

1. Charter of rights - broadest level of protection 2. Human rights legislation - provincial and territorial 3. employments standards act - employers and employees - varies by jurisdiction 4. Ordinary laws - workplace - things like health and safety 5. Employment contract - between employee and employer

Question 30

Describe reasonable accommodation and undue hardship

Answer 30

Employers need to adjust employment policies and practices so that no individual is prevented from doing his or her job on the basis of prohibited grounds Undue hardship - the financial cost of accommodation or health and safety risks to the individual would make accommodation impossible

Question 31

Explain the key trends of HR technology

Answer 31

..

Question 32

What three criteria did the Meiorin case establish for BFOR

Answer 32

1. Question rationale: was it legitimate work related purpose 2. Question good faith: did they honestly believe the requirements were necessary to fulfill the requirements of the role 3. Question of reasonable necessity: was it impossible to accommodate

Question 33

What was the top rated piece of knowledge required by HR professionals. What came tied for second?

Answer 33

1. Business acumen | 2. Law and legislation and talent management

Question 34

Formal and informal expectations play a role in the relationship between employer and employee. What is difficult about informal?

Answer 34

they are implied and sometimes personal expectations can be hard to manage if one part feels as though the other has violated the expectations

Question 35

What is the primary objective of employment legislation?

Answer 35

to prevent employers from exploiting paid workers employers can modify work terms employees have the right to be protected from harmful business practices

Question 36

Define: Tort law

Answer 36

It is primarily judge based law, where one judge sets precedent or jurisprudence which then establishes how similar cases will be interpreted

Question 37

What are the two categories in tort law?

Answer 37

intentional and unintentional

Question 38

Who sets regulations?

Answer 38

Human rights commissions and ministries of labour

Question 39

Define: equality rights

Answer 39

provide the basis for human rights legislation, it guarantees the right to equal protection and benefit of the law without discrimination

Question 40

Define: BFOR

Answer 40

bona fide occupational requirement | a justifiable reason for discrimination based on business necessity

Question 41

With regards to Human Rights cases, explain the significance of disability cases

Answer 41

makes up almost half can be physical or mental (physical, mental, learning, mental disorder, hearing or vision, epilepsy, drug or alcohol dependency, sensitivities

Question 42

What are the three broad inquires to determine if discrimination has taken place?

Answer 42

1. differential treatment 2. enumerated grounds 3. disrim in a substantive sense

Question 43

What are the steps for accommodation?

Answer 43

First: removing physical, attitudinal or systemic barriers) -- social handicapping Second: company must demonstrate individual attempts to accommodate Third: most appropriate accommodation must be implemented until undue hardship

Question 44

Define Harassment

Answer 44

unwelcome behaviour that demeans or embarrasses a person that a reasonable person should know to be unwelcome

Question 45

What are the two forms of sexual harassment

Answer 45

Sexual coercion: harassment of a sexual nature that results in direct consequence to the workers employment status or gain in or loss of tangibles Sexual annoyance: sexually related that is hostile, intimidating or offensive but has no direct links to tangible benefits

Question 46

What are the nine harassment policy steps

Answer 46

1. create an anti harassment policy statement 2. provide information for victims 3. employees rights and responsibliites 4. employers and managers rights and responsibilities 5. anti harassment policy procedures 6. penalties for exaltation against the complainant 7. guidance for appeals 8. other options such as grievance procedures 9. how the policy will be monitored