Legal Requirements & Diversity in Human Resource Management

Flashcards covering key concepts, definitions, and legal requirements related to diversity and human resources management.

Canadian Charter of Rights and Freedoms

Enacted in 1982; guarantees fundamental rights such as the right to live and seek employment anywhere in Canada, and freedom of thought, belief, and expression.

Human Rights Legislation (HRL)

Laws that aim for equal employment opportunity by prohibiting discrimination based on specific grounds like disability, age, sex, and race.

Direct Discrimination

Treating an employee less fairly than others based on a prohibited ground.

Indirect Discrimination

Unintended discrimination where workplace policies result in de facto discrimination against employees.

Reverse Discrimination

Treating a member of a protected group more favorably than another employee, usually a white male, usually to increase representation.

Duty to Accommodate

Employers' obligation to accommodate scheduling conflicts or needs related to religious duties or disabilities up to undue hardship.

Undue Hardship

The point at which accommodating an employee would cause significant difficulty or expense for the employer.

Canadian Human Rights Commission (CHRC)

The body responsible for the enforcement of Human Rights Legislation for employers under federal jurisdiction.

Prohibited Grounds of Discrimination

Categories under which discrimination is not allowed, including sex, age, disability, and national/ethnic origin.

Bona Fide Occupational Requirement (BFOR)

A legitimate requirement for a job that may allow for certain types of discrimination based on the nature of the work.