Ch 20/21/22 - Employment, Professional Service Flashcards
employment relationship
contractual relationship whereby an employer provides remuneration to an employee in exchange for work or services
independent contractor
a person who is in a working relationship that does not meet the criteria of employment
human rights commission
an administrative body that oversees the implementation and enforcement of human rights legislation
discrimination
act of treating someone differently on the basis of a prohibited ground
adverse effects discrimination
discrimination that results front he combined effects of many rules, practices, and policies
Bona fide occupational requirement (BFOR)
a defence that excuses discrimination on a prohibited ground when it is done in good faith and for a legitimate business reason
employment equity legislation
laws designed to improve the status of certain of designated groups
fixed-or definite-term contract
a contract for a specified period of time, which automatically ends on the expiry date
indefinite-term contract
a contract for no fixed period, which can end on giving reasonable notice
employment standards legislation
laws that specify minimum standards in the workplace
pay equity
provisions designed to ensure that female and male employees receive the same compensation for performing similar or substantially similar work
certification
process by which a union is recognized as a bargaining agent for a group of employees
labor relations board
body that administers labor relations legislation
collective bargaining
a mechanism by which parties enter a collective agreement or contract
collective agreement
the employment agreement reached between the union and employer setting out the bargaining unit employees’ terms and conditions of employment
just cause
employee conduct that amounts to a fundamental breach of an employment contract
serious misconduct
intentional, harmful conduct of the employee that permits the employer to dismiss without notice
progressive discipline policy
a system that follows a sequence of employee discipline from less to more severe punishment
condonation
employer behavior that indicates tot he employee that misconduct is being overlooked
habitual neglect of duty
persistent failure to perform employment duties
incompetence
lack of ability, knowledge, or qualification to perform employment obligations
conduct incompatible
personal behavior that is irreconcilable with employment duties or prejudicial to the employer’s business
willful disobedience
deliberate failure to carry out lawful and reasonable orders
reasonable notice
period of time for an employee to find alternative employment prior to dismissal