Chapter 2 - The Environment Flashcards
Bona fide occupational qualification or requirement (BFOQ or BFOR)
is a job requirement that the employer can establish is essential, so that the requirement is allowed although it is discriminatory.
Demographics
is the study of a population by a certain characteristic such as age, gender, race or educational achievement.
Deregulation
is the replacement of government control over market entrants and prices with competitive markets
Direct discrimination
refers to a rule or conduct that is intentionally discriminatory.
Downsizing
is the elimination of jobs for the purpose of improving efficiency and improving economic returns.
Duty to accommodate
is a legal obligation that requires measures to allow the participation of individuals protected by human rights legislation.
Elastic demand
exists when the demand for a product is more price-responsive.
Employment standards legislation
provides for minimum terms of employment.
Federally regulated employers
are those subject to federal employment and labour relations legislation.
Fiscal policy
consists of changes in government spending and taxation to regulate employment levels and inflation.
Globalization
is the trend toward firms obtaining resources and producing and selling their products anywhere in the world.
Human rights legislation
prohibits discrimination and harassment and imposes a duty to accommodate.
Indirect discrimination
refers to a neutral rule that has an adverse impact on an individual because of prohibited grounds of discrimination; even if it is unintentional.
Inelastic demand
exists when the demand for a product is less price-responsive.
Labour relations legislation
regulates the relationship between the union representing employees and the employer.
Macroeconomic environment
is the growth rate, unemployment rate, and the rate of inflation in the economy.
Merger
is the voluntary amalgamation of two or more firms into one new legal entity.
Monetary policy
consists of changes in interest rates to regulate employment levels and inflation.
Nominal wages
are wages that have not been adjusted for inflation.
Non-standard work
is employment in other than traditional full-time work— for example, part-time and temporary work.
Price elasticity of demand
refers to how much a change in price affects demand.
Provincially regulated employers
are those subject to provincial employment and labour relations legislation.
Real wages
are wages that have been adjusted for inflation.
Trade liberalization
tries.
is the trend toward international agreements that reduce tariff barriers between coun
Undue hardship
is a difficulty exceeding that which an employer is required to endure when accommodating the needs of a person or a protected group under a human rights code.
What are two ways in which the macroeconomic environment affects unions and employers?
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What distinguishes between a good or service with an elastic demand and one with an inelastic demand?
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How might possible bargaining priorities differ for the following employee groups: younger employees, female employees and visible minorities?
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Why has it been more difficult for unions to organize part-time employees?
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Describe two economic trends or issues that might affect labour relations.
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Explain how government economic policy might impact unions and employers.
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What is a current example of technological change that poses a threat or an opportunity to union-management relationships?
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What is the “social environment,” and why is it important to labour relations?
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What do the phrases “federally regulated employer” and “provincially regulated employer” mean, and why is the distinction important?
What legislation impacts certain employees.
In 1925 that supreme court established that labour regulation was provincial jurisdction
Provide examples from the workplace that distinguish among labour relations legislation, human rights codes and employment standards laws in Canada.
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Use separate examples to distinguish between direct and indirect discrimination that may occur in a unionized work setting.
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Explain and provide an example of the concept of a bona fide occupational requirement (BFOR).
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Explain what “the duty to accommodate” means and provide an example of an employer meeting this duty. and Reasonable accommodation.
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Identify a labour relations issue that has been or might be affected by the Charter of Rights and Freedoms.
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