HROB 2010 Study Guide - Midterm Guide: Job Satisfaction, Myers–Briggs Type Indicator, Employee Engagement

• School: University of Guelph
• Department: Human Resources and Organizational Behaviour
• Course: HROB 2010
• Professor: Rhonda Gordon

Document Summary

Employer: right to modify employee work terms for legitimate business needs. Employee: right to be protected from harmful business practices. Government: balance needs of employer and employee. Federal law: federally regulated employers (federal civil service, crown corporations and agencies, transportation, banking, and communications) Provincial/territorial employment laws: all other employers (90% of canadian workers) Canadian charter of rights and freedoms: basic rights for all canadians. Employment standards legislation: minimum terms and conditions of employment. Intentional discrimination: direct, differential or unequal treatment, indirect (3rd party), by association. Unintentional discrimination: constructive or systematic discrimination, embedded in policies with adverse impact on specific groups. Based on business necessity (safe and efficient operations) Requirement for reasonable accommodation: adjustment of employment policies/practices so that no individual is denied benefits or is disadvantaged, based on prohibited groups in human rights legislation, e. g. , work station redesign for wheelchair. Undue hardship: financial costs make accommodation impossible.