Exam 2: The Legal Framework of Hrm

Scenario 2.1: Workplace Relationships Ms.Aslani,a young woman who immigrated from Tehran,had a past relationship with her senior manager,Mr.McKinnon.She held a low paying administrative support position with a local private manufacturing company.During the relationship,they would frequently text each other with sexual messages.The relationship ended after two months,but the texting by Mr.McKinnon continued.The employee both verbally and by text said that the texting made her uncomfortable and requested that the senior manager stop texting.The texts did not stop,and Ms.Aslani became stressed and took a leave of absence.After several months,when the texting continued despite the employee's threats to contact the police,Ms.Aslani left the company.The company did not have a policy on employees' social use of communication technologies while at work. -Please refer to Scenario 2.1.What insights can be drawn from this case?

Who is responsible for the enforcement of the Canadian Human Rights Act?

Which people are presented with barriers when employment candidates are asked to demonstrate an ability to meet physical demands that are unrelated to actual job performance?

The provinces and territories in Canada have their own legislation that covers employment standards,human rights,labour relations,and worker health and safety.

Scenario 2.1: Workplace Relationships Ms.Aslani,a young woman who immigrated from Tehran,had a past relationship with her senior manager,Mr.McKinnon.She held a low paying administrative support position with a local private manufacturing company.During the relationship,they would frequently text each other with sexual messages.The relationship ended after two months,but the texting by Mr.McKinnon continued.The employee both verbally and by text said that the texting made her uncomfortable and requested that the senior manager stop texting.The texts did not stop,and Ms.Aslani became stressed and took a leave of absence.After several months,when the texting continued despite the employee's threats to contact the police,Ms.Aslani left the company.The company did not have a policy on employees' social use of communication technologies while at work. -Please refer to Scenario 2.1.What does this case illustrate?

Federally regulated employers are required to develop plans to better represent certain designated groups.

What is NOT a diversity management success indicator that is used most often by Canadian organizations?

Scenario 2.3.Rejected from Employment Bill,who has an arthritic condition,applied for a position as a private bus driver.He met all the conditions of the selection process but was rejected from employment by the company on the advice of the medical doctor who performed the mandatory medical examination. -Please refer to Scenario 2.3.What did the employer need to establish?

Which of the following is NOT a defining element of discrimination?

Scenario 2.3.Rejected from Employment Bill,who has an arthritic condition,applied for a position as a private bus driver.He met all the conditions of the selection process but was rejected from employment by the company on the advice of the medical doctor who performed the mandatory medical examination. -Please refer to Scenario 2.3.To what degree does the employer have a duty to accommodate Bill?

Federal Employment laws apply to everyone who resides in Canada.

Scenario 2.3.Rejected from Employment Bill,who has an arthritic condition,applied for a position as a private bus driver.He met all the conditions of the selection process but was rejected from employment by the company on the advice of the medical doctor who performed the mandatory medical examination. -Please refer to Scenario 2.3.What protection does Bill have under human rights law in this situation?

Scenario 2.1: Workplace Relationships Ms.Aslani,a young woman who immigrated from Tehran,had a past relationship with her senior manager,Mr.McKinnon.She held a low paying administrative support position with a local private manufacturing company.During the relationship,they would frequently text each other with sexual messages.The relationship ended after two months,but the texting by Mr.McKinnon continued.The employee both verbally and by text said that the texting made her uncomfortable and requested that the senior manager stop texting.The texts did not stop,and Ms.Aslani became stressed and took a leave of absence.After several months,when the texting continued despite the employee's threats to contact the police,Ms.Aslani left the company.The company did not have a policy on employees' social use of communication technologies while at work. -Please refer to Scenario 2.1.What is the key issue of importance highlighted in this case?

The concept of employment equity is rooted in the Federal Charter of Rights,and Federal and Provincial human rights codes.

Employment laws have been written to protect both the employer and the employees.

What is a recent focus of human rights and health & safety legislation requiring higher standards from managers?

What is employment equity intended to promote?

What human rights prohibition is included in all Canadian jurisdictions' human rights acts?

The terms "diversity management" and "employment equity" can be used interchangeably.

Scenario 2.4.Ontario School District Mr.Smith,a public elementary school custodian,is a Seventh Day Adventist.His religious beliefs prevent him from working from sundown Friday to sundown Saturday.The work schedule,which requires him to work a Friday shift from 3 p.m.to 11 p.m.is set out in the collective agreement between his employer and his union.Accommodating Mr.Smith's religious beliefs would require allowing him to work hours different from those specified.The employer and the union can't agree on a means of accommodating Mr.Smith.As a result,he is dismissed from his job.This school,part of the largest school district in Ontario,recently developed programs to promote employment equity and diversity. -Please refer to Scenario 2.4.What legislation best applies in this case?