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Human Resource Management 2170 > Chapter 2 > Flashcards

Chapter 2 Flashcards

1
Q

If an employer pays you onto of EI it is called a:

A

Top Up

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2
Q

Federal, Provincial, and Territorial set limitations on HRM to ensure:

A

Fairness in Employment

Workplace Safety

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3
Q

Federal examples

A 
tv and radio
banks
air transportation
First Nations
telecommunications
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4
Q

Provincial and Territorial examples

A

retail
healthcare and hospitals
schooling
manufacturers

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5
Q

Legal impacts on managers include:

A
  • expectations for successful management
  • protection of employer/employee rights
  • fair treatment of employees
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6
Q

Employment Laws (federal and provincial)

A

Federal: -Canadian labour code (respect of labour, control strike and employment standards)
-Canadian HR Act (equal opportunities to individuals who may be discriminated against on prohibited grounds)
-PIPEDA (data privacy, personal disclosure of information)
Provincial:provides certain rights, which cover health and safety. control hr unions in the workplace

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7
Q

Direct Discrimination

A

policies or practices which make a distinction based on prohibited grounds

  • age
  • disability
  • gender
  • marital or family status
  • pregancy
  • race
  • religion
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8
Q

Indirect Discrimination

A

policies or practices that appears to be neutral but have an adverse affect based on prohibited grounds
(a policy which applies to everyone but disadvantages a specific group)

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9
Q

Canadian Human Rights Act covers:

A
  • race
  • religion
  • age
  • sexuality
  • gender
  • marital status
  • disability
  • pardoned convictions
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10
Q

HR Legislation

A

All individuals have an opportunity equal to other individuals

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11
Q

Systemic Discrimination

A

exclusion of members through employment policies based on non job-related criteria

  • hidden employment barriers
  • inflation of job requirements
  • group think (recruiting only close friends) (a group consensus can override a rational thought)
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12
Q

Differential Treatment

A

different treatment of an individual based on prohibited grounds

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13
Q

Bona Fide Occupational Requirements

A

the necessary requirement needed to perform a job (ex: a firefighter must be able to carry 100+ lbs)
-this may be discriminatory due to safety concerns or business objectives

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14
Q

Duty to Accommodate (reasonable accommodation)

A
  • how can a business best accommodate their employee
  • the employer must adjust employment requirements
  • extends to the point of UNDUE HARDSHIP (an action which requires significant difficulty to expense) the company does not have to accommodate then
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15
Q

Harassment

A

behaviour which demeans/humiliates someone which a reasonable person would know is unwelcome

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16
Q

Types of harassment

A

Sexual- of a sexual nature

Psychological- workplace bullying

17
Q

How can a business create a harassment free workplace?

A
  • develop policy
  • raise employee awareness
  • reporting incidents
  • act immediately when situations arise
18
Q

Harassment Video key points
(types of harassment)
(quid pro quo)
(effects of a hostile work environment)

A

types of harassment: verbal (threats, foul language) , visual (posters, drawings, texts), physical (kissing, staring, sexual gestures, groping)
Quid Pro Quo: “this for that”
Hostile work environment: decline in performance, tends to turn down offers or promotions to avoid aggressor.

19
Q

Bullying Video key points

four types of bullies

A

1) screamer, causes a public scene. wants to instil fear among employees
2) constant critic. will do this behind closed doors so it is hard to prove “total deniability”
3) Passive aggressor. two faced, will not stop rumours. tries to control persons own identity so they lack confidence
4) Gatekeeper. usually narcissistic and powerful. All info passes through their desk and they will pick and chose who gets to see what

20
Q

Employment Standards

A
  • hours of work
  • overtime pay
  • vacation pay
  • access to leave
21
Q

Equity of employment and pay

A

Employment: focus on the minority groups and make sure they are given fair and unbiased opportunities
Pay: “pay for work of equal value”
*gender gaps
*mommy track
*occupational segregation (female nurses, male doctors)

22
Q

Diversity

A
  • voluntary inclusion
  • optimizing everyone backgrounds for success
  • diverse workforce’s -> competitive advantage
  • Psychological safety (be who you are at work)
  • create an environment for success

Human Resource Management 2170 (5 decks)

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