2. Legal Framework

Systemic Discrimination

the exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job related

Bona fide occupational qualification (BFOQ)

job qualifications that may be discriminatory due to business or safety reasons

Duty to accommodate

Requirement that employers adjust employment practices to avoid discrimination

Harassment

any conduct or comment that a reasonable person would consider objectionable or unwelcome

Psychological harassment

repeated and aggravating behavior that affects an employee’s dignity or psychological or physical integrity

Bullying

actions and verbal comments that can hurt or isolate a person in the workplace

Designated groups

Women, visible minorities, and the disabled who have been disadvantaged in employment

Employment equity

A distinct Canadian process for achieving equality in all aspects of employment.

Pay equity

The practice of equal pay for work of equal value

Diversity

The combination of organizational policies and practices that supports and encourages employee differences in order to reach business objectives

Inclusion

putting the concept of diversity into action

Ethics

things that matter to us that motivate behaviour

Whistleblowing

Reporting unethical behaviour outside the organization

What are the two levels of law that limit an organizations behaviour?

Federal and provincial

These are examples of federal legislation that affect HRM:

Canadian Labour Code, Canadian Human Rights Act, PIPEDA

These are examples of Alberta’s legislation that affect HRM:

Employment Standards Code, Labour Relations Code, Occupational HAS, Personal Information Privacy Act

What impact(s) does HR have within a business?

A positive environment, everyone is valued and able to perform to their potential, & equal and fair treatment of others

The Canadian Center for OHS provides…

payments to employees if illness or injury occur at work

To maximize safety in the workplace, managers must:

put the appropriate policies in place, identify training needs, and eliminate hazards

Regarding safety, an employee has the rights to:

right to…
1. know
2. refuse work
3. participate

Discrimination

the act of treating someone differently through prohibited grounds

Direct discrimination

Purposefully discriminating against someone, strictly against business policy

Indirect discrimination

Policy that unknowingly discriminates against someone
ie. dress codes, holidays

What steps are needed to take action against harassment in the workplace?

Develop Policy, Raise awareness, Create a reporting system, and take nessecary actions