HRM200 Study Guide - Midterm Guide: Equal Protection Clause, Visible Minority, Employment Contract

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: Dean Bulloch

Document Summary

Federal laws: 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. Human rights legislation: protection from discrimination. Employment standards legislation: minimum terms and conditions of employment. Ordinary laws: content or context specific. Association: section 15 equality rights. Right to equal protection and benefit of the law without discrimination. Intentional: direct, different or unequal treatment, indirect, by association. Unintentional: constructive or systemic discrimination, embedded in policies with adverse impact on specific groups. Example: minimum height, weight requirements: or organizational climate where certain groups of people feel unwelcome and uncomfortable. Bona fide occupational requirement (bfor: justifiable reason for discrimination, based on business necessity (safety and efficiency for ops) Requirement for reasonable accommodation: adjustment of employment polciies/practices so that no individual is denied benefits or is disadvantaged, based on prohibited grounds in human rights legislation.