Is an accommodating action that places significant

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Is an accommodating action that places significant difficulty or expense on the employer.BFOR:A bona fide occupational requirement. This means that the rule establishes a requirement that is necessary for proper or efficient performance of a job.Harassment:Aggressive pressure or intimidation.Sexual Harassment:unwelcome advances and sexual favors in the workplace environment Diversity Management:volunteer use multicultural workforce to reach business objectivesEmployment equity:The employment of individuals in a fair and non-bias manner Underutilization: Term applied to designated groups that are not fully used in the employer’s workforce.Concentration: Term applied to designated groups whose numbers in a particular occupation or level are up. Relative in their numbers in the labour market.Reasonable Accommodations: Attempt by employers to adjust the working conditions or schedules of employees with disabilities or religious preferences.Legal Frame WorkConstitution lawLegislationRegulation CommonContractCharter of Human rights and freedoms Fundamental freedoms, democratic rights, legal, equality, language rightsProtects from discrimination Human rights legislation and discrimination
Systemic discrimination:The exclusion of members of groups of employment or practices based on non-criteria or job related. Intentional discrimination:The exclusion of members of groups of employment or practices based a non-valid reason. STEP 1. SENIOR MANAGEMENT COMMITMENTAssignment of Accountable senior staffSTEP 2. DATA COLLECTION AND ANALYSISStock data: Data that shows the status of designated groups in occupational categories and compensation levels.Flow data: Data that provide a profile of the employment decisions affecting designated groups.STEP 3. EMPLOYMENT SYSTEMS REVIEWSystemic Barriers in Employment PracticesSystemic discriminationSpecial measures and reasonable accommodationReasonable accommodationsSTEP 4. ESTABLISHMENT OF A WORKPLANNumerical goals, explanations about proposed improvements…STEP 5. IMPLEMENTATIONNo plans are the same and each made to satisfy organization needsSTEP 6. EVALUATION, MONITORING, AND REVISIONCheck strategies and make sure everything is working, make sure the its working hard. Finally check and see the progress made.Valuing Diversity in the WorkplaceCulture OpportunityLeadershipMinimum employee entitlements and standardsThe max amount of hours you can work as part time or full timeEntitlements like wages and what notPay equity:Equal pay for work of equal value. Its goal is to stop discrimination related to the under-valuation of work.Chapter 4Job: A group of related activities and dutiesPosition: The different duties and responsibilities performed by only one employee
Job family: A group of individual jobs with similar characteristicsJob Specification: A statement of the needed knowledge, skills, and abilities of the person who is to

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