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The Legal Context for HRM and Providing a Healthy & Safe Workplace
2 Chapter 6 Training Employees What Do I Need to Know? C H A P T E R 1. Discuss how to link training programs to organizational needs. 2. Explain how to assess the need for training. 3. Explain how to assess employees’ readiness for training. Describe how to plan an effective training program. Compare widely used training methods. Summarize how to implement a successful training program. Evaluate the success of a training program. 8. Describe training methods for employee orientation and diversity management. The Legal Context for HRM and Providing a Healthy & Safe Workplace © 2005 McGraw-Hill Ryerson Ltd.
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2 of 16 Steven Fletcher, MP Steven Fletcher is breaking barriers in Ottawa as Canada’s first quadriplegic MP. Steven is focused on using his abilities to contribute and improve the situation for others. Accommodations including building adaptations and use of technologies allow him to do his job. © 2005 McGraw-Hill Ryerson Ltd.
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3 of 16 Introduction Federal (liên bang), provincial and territorial (lãnh thổ) governments set limits on HRM Need to be proactive (tiên phong) about legal requirements rather than just merely maintaining compliance with legislation © 2005 McGraw-Hill Ryerson Ltd.
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The Legal Framework for HRM
4 of 16 The Legal Framework for HRM Federally Regulated (10%) (Partial List) Provincially Regulated (90%) Federal government departments, agencies, and Crowns Canada Post/couriers Banks, airlines TV & radio stations Telecommunications Railways, trucking etc. All other businesses © 2005 McGraw-Hill Ryerson Ltd. .
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Equality in Employment Opportunity
5 of 16 Equality in Employment Opportunity Discrimination (phân biệt đối xử) To treat someone differently or unfairly because of a personal characteristic Direct Discrimination Policies or practices that clearly make a distinction on the basis of a prohibited (nghiêm cấm) ground Indirect Discrimination Policies or practices that appear to be neutral (trung lập) but have an adverse impact (tác động) based on a prohibited ground © 2005 McGraw-Hill Ryerson Ltd.
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6 of 16 Legislation in Canada Charter (tuyên bố) of Rights and Freedoms (1982) Official Languages Act (1988) Employment Equity Act (1986) The Canadian Human Rights Act (1982) Personal Information Protection and Electronic Documents Act (PIPEDA) (2004) Employment Standards (2.2) Pay Equity Act (1978) © 2005 McGraw-Hill Ryerson Ltd.
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Employment Equity Designated Groups
7 of 16 Employment Equity Designated Groups Women (44.2%) Visible Minorities (12.2%) Persons with a disability (2.4%) Aboriginal Peoples (1.7%) © 2005 McGraw-Hill Ryerson Ltd.
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Prohibited Grounds of Discrimination
Race or colour Pardoned conviction Canadian Human Rights Act National or ethnic origin Disability Religion Marital and family status Age Sex, sexual orientation © 2005 McGraw-Hill Ryerson Ltd.
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Human Rights Complaints
9 of 16 Human Rights Complaints © 2005 McGraw-Hill Ryerson Ltd.
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10 of 16 The Government’s Role At a minimum employers need to comply with legal requirements for their jurisdiction (thực thi pháp lý) Human Rights Commissions Human Rights Legislation Employment Equity Pay Equity The Privacy Commissioner of Canada PIPEDA © 2005 McGraw-Hill Ryerson Ltd.
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Employer’s Role Bona fide (không lừa dối) Occupational Requirement
11 of 16 Employer’s Role Bona fide (không lừa dối) Occupational Requirement A legal form of discrimination A necessary (not merely preferred) requirement for performing a job Duty to Accommodate Employers have a duty to accommodate an employee’s characteristic such as a disability and to take action so the employee can perform the job © 2005 McGraw-Hill Ryerson Ltd.
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Preventing Harassment
12 of 16 Preventing Harassment Harassment: Any behaviour that demeans, humiliates, or embarrasses a person and that a reasonable person should have known would be unwelcome Sexual Harassment: Unwelcome behaviour that is of a sexual nature or is related to a person’s sex © 2005 McGraw-Hill Ryerson Ltd. .
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Valuing Diversity A diverse workforce provides a competitive advantage
13 of 16 Valuing Diversity A diverse workforce provides a competitive advantage Wider pool of talent Greater insight into needs of diverse customers Objectives for Diversity and Employment Equity may be linked Create an environment where individuals feel valued and can perform to potential © 2005 McGraw-Hill Ryerson Ltd.
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Occupational Health and Safety
14 of 16 Occupational Health and Safety Internal Responsibility System Employees and employees share responsibility for creating and maintaining safe and healthy work environments Workplace Health and Safety Committees Committee jointly appointed to address health and safety issues Bill C-45 (Westray Bill) Anyone who directs the work of others is criminally liable for safety offences © 2005 McGraw-Hill Ryerson Ltd.
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Employee Rights Dangerous-Dirty-Difficult-Disappointing
15 of 16 Employee Rights The right to Know About known or foreseeable hazards in the workplace The right to participate In identifying & resolving job-related safety and health problems The right to refuse Dangerous work Dangerous-Dirty-Difficult-Disappointing Desire-Drive-Discipline-Determination © 2005 McGraw-Hill Ryerson Ltd.
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Employer-Sponsored Health and Safety Programs
16 of 16 Employer-Sponsored Health and Safety Programs Identifying & Communicating Job Hazards • Job hazard analysis technique Technic of operations review Reinforcing Safe Practices • Safety incentive program • Focus on specific jobs/injuries Promoting Safety Internationally • Ensure safety Cultural differences © 2005 McGraw-Hill Ryerson Ltd.
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