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Managing Human Resources 18th Edition – Free PDF Ebooks Downloads
Human Resources Management in Canada Twelfth Canadian Edition Canadian 12th Edition Dessler Test Bank. Full file at blogger.com human capital. Learning objectives 1. Explain how human resources planning and a firm’s mission, vision, and values are integrally linked to its strategy. 2. Understand how an organization’s external environment influences its strategic planning. 3. Understand why it is important for an organization to do an internal resource analysis. 4. Managing Human Resources Canadian 8th Edition Belcourt Solutions Manual.
Managing human resources canadian edition pdf free download
To browse Academia. Skip to main content. Log In Sign Up. Xwtdm0 2m61i1. Two such bodies are the a. In the federal jurisdiction, this principle has been incorporated into the Employment Standards Act since The principle "equal pay for equal work" makes it illegal to discriminate through pay on the basis of age. The principle "equal pay for equal work" makes it illegal to pay nurses and fire fighters differently if their jobs are deemed to be of equal worth to the employer.
Every jurisdiction in Canada has legislation incorporating the principle of equal pay for equal work. Answer: e Diff: 3 Type: MC Page Reference: 46 Topic: Promotes a productive culture in the organization managing human resources canadian edition pdf free download values diversity, trust, and respect for individuals and their contributions Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.
Income Tax Act. Answer: b Diff: 3 Type: MC Page Reference: 46 Topic: Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.
Legislation cannot be exempted from challenge under the Charter if a legislative body invokes the "notwithstanding" provision. The Courts of Appeal are the ultimate interpreters of the Charter. The Charter allows laws to infringe on Charter rights if they can be demonstrably justified as reasonable limits in a free and democratic society. Employment standards legislation supersedes the Charter. It applies to employees in certain provinces only.
The federal government is the final arbiter of the Charter, managing human resources canadian edition pdf free download. The overall impact of the Charter on the LR scene has been significant. The Charter provides the right to live and work anywhere in Canada. The Charter provides for minority language education rights and the right to live and work anywhere in Canada. The Charter guarantees the right to strike. Answer: d Diff: 3 Type: MC Page Reference: 31 Topic: Identifies and masters legislation and jurisprudence relevant to HR functions Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.
This is a direct violation of the a. Charter of Rights and Freedoms. Employment Standards Act. Several Sikh employees have refused to follow the rule as their religion forbids them from removing their turbans, which is required in order for them to wear the hardhats.
Which of the following statements is true? There is no discrimination. This is systemic discrimination. This is intentional discrimination. This is direct discrimination on the basis of religion. This is systemic discrimination on the basis of religion.
This is an example of a. Accommodation short of the point of undue hardship to the employer is acceptable in certain circumstances. An employer is only required to accommodate in the case of discrimination on the basis of gender. Employers are expected to redesign a work station to enable an individual with a physical disability to do a job. Employers are not expected to adjust work schedules to accommodate religious beliefs.
Employers are not expected to adjust employment policies and practices if discrimination is found. It is not legally permissible to refuse to hire a blind person to drive a truck. Organizations must be able to show that any physical standards used for selecting employees for a particular job are truly necessary. Accommodating work schedules around religious holidays is generally not required by human rights legislation. Imposing rigid physical standards for certain jobs is not systemic discrimination, managing human resources canadian edition pdf free download.
Accommodating the needs of an employee with depression to the point of undue hardship is not required in certain Canadian jurisdictions. Human rights legislation prohibits discrimination against all Canadians only in the area of employment. The human rights tribunal has the power to award damages to a person who has been discriminated against in hiring and can fine employers who violate human rights protections, but cannot order an employer to employ someone.
It is legally permissible for a bus company to require new drivers to be between the ages of 24 and 35 for the business purpose that newly hired drivers will get the least favourable routes and must therefore be young enough to cope with stress, managing human resources canadian edition pdf free download.
Evidence is readily available to managing human resources canadian edition pdf free download the position that age is an accurate indication of a person's ability to perform a particular type of work. The human rights tribunal has the power to order an employer to give a position to an individual who has been discriminated against and also has the power to order financial compensation for pain and suffering.
Answer: e Diff: 3 Type: MC Page Reference: 43 Topic: Identifies and masters legislation and jurisprudence relevant to HR functions Skill: Applied Objective: LO-2 Discuss at least five managing human resources canadian edition pdf free download grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.
Answer: b Diff: 2 Type: MC Page Reference: 38 Topic: Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions Skill: Applied Objective: LO-3 Describe behaviour that could constitute harassment.
Answer: b Diff: 2 Type: MC Page Reference: 39 Topic: Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions Skill: Recall Objective: LO-3 Describe behaviour that could constitute harassment. He makes unwelcome sexual remarks and jokes.
His behaviour is offensive and intimidating to the female employees. Jim's behaviour is an example of a. Answer: d Diff: 3 Type: MC Page Reference: 39 Topic: Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions Skill: Applied Objective: LO-3 Describe behaviour that could constitute harassment.
Human rights investigators must obtain a court order before entering an employer's premises. Most human rights complaints are settled by a Board of Inquiry or Tribunal.
A human rights commission can initiate a complaint if it has reasonable grounds to believe that a party is engaging in a discriminatory practice. Filing a human rights complaint involves significant employee costs. The only human rights cases that can be heard by the Supreme Court of Canada are those involving federally-regulated employers and employees.
Answer: e Diff: 2 Type: MC Page Reference: 44 Topic: Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions Skill: Applied Objective: LO-1 Explain how employment-related issues are governed in Canada. Despite his qualifications, Saleem has worked as a clerk in the shipping department of a company for the last year. Answer: c Diff: 2 Type: MC Page Reference: 45 Topic: Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.
People with disabilities still fall short of their estimated labour market availability. People with disabilities make up only 2. The representation of persons with disabilities in the federal public sector increased to 5. Of all the designated groups, people with disabilities in the private sector managing human resources canadian edition pdf free download benefited least from the Employment Equity Act.
Answer: e Diff: 3 Managing human resources canadian edition pdf free download MC Page Reference: 46 Topic: Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.
Answer: b Diff: 1 Type: MC Page Reference: 47 Topic: Promotes a productive culture in the organization that values diversity, trust, managing human resources canadian edition pdf free download, and respect for individuals and their contributions Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.
Answer: a Diff: 1 Type: MC Page Reference: 49 Topic: Assesses requests for HR information in light of corporate policy, freedom of information legislation, evidentiary privileges, and contractual or other releases Skill: Recall Objective: LO-1 Explain how employment-related issues are governed in Canada.
What would the likely result be if employees object? Courts would uphold the right of ABC company to install video surveillance equipment anywhere on its property. Courts would deny the right of ABC company to install video surveillance equipment since it is an invasion of employee privacy. If the company could demonstrate evidence of widespread employee theft, the surveillance system would be allowed.
Courts would refuse to rule because the case lacks merit. Courts would ask if there is a less invasive way to monitor employees and order the removal of the video surveillance in the washrooms. In the lobby of its corporate office, it has a large- screen television that profiles employees who work at XYZ, as well as other company information.
Employees are asked to supply their name, business title, and their favourite hobby. The collection of employee information for this purpose a. True b. False Answer: a Diff: 2 Type: TF Page Reference: 46 Topic: Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.
False Answer: b Diff: 2 Type: TF Page Reference: 44 Topic: Identifies and masters legislation and jurisprudence relevant to HR functions Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, managing human resources canadian edition pdf free download, and describe the requirements for reasonable accommodation.
False Answer: a Diff: 1 Type: TF Page Reference: 44 Topic: Identifies and masters legislation and jurisprudence relevant to HR functions Skill: Recall Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.
Unintentional discrimination—policies or practices that have an adverse impact on specific groups of people for reasons that are not job related. Answer: Any five of the prohibited grounds will do with an example of constructive discrimination, e.
Diff: 3 Type: ES Page Reference: Topic: Identifies and masters legislation and jurisprudence relevant to HR functions Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation. Define the term and give an example of a BFOR for a truck driver. Answer: A bona fide occupational requirement is a justifiable reason for discrimination based on business necessity.
One is for a small corner store that employs only two clerks. The other is for a large department store chain. Employers would generally be expected, however, to devise a work schedule to accommodate the job applicant. For the large department store chain the accommodation could be made more easily. Diff: 3 Type: ES Page Reference: 33 Topic: Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions Skill: Applied Objective: LO-2 Discuss at least five prohibited grounds for discrimination under human rights legislation, and describe the requirements for reasonable accommodation.
Define the two terms and describe three components of an anti-harassment policy. Answer: Sexual coercion involves offering benefits for sex. Sexual annoyance involves unwelcome remarks, advances, etc. Diff: 3 Type: ES Topic: Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions Skill: Managing human resources canadian edition pdf free download Objective: LO-3 Describe behaviour that could constitute harassment.
For each of the four designated groups, describe the way in which the group is under-represented in the workforce today.
Human Resource Management Lecture Part 02 - HR Strategy and Planning
, time: 1:07:29Managing human resources canadian edition pdf free download
Managing Human Resources 18th Edition Download. Scott A. Snell is the E. Thayer Bigelow Professor of Business Administration at Darden School of Business, where he teaches courses in Leadership and Strategic Management. Managing Human Resources Canadian 8th Edition Belcourt Solutions Manual. managing human resources 8th edition Download managing human resources 8th edition or read online books in PDF, EPUB, Tuebl, and Mobi Format. Click Download or Read Online button to get managing human resources 8th edition book now. This site is like a library, Use search box in the widget to get ebook that you want.
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