séance 2 - managing individual employment relationships Flashcards Preview

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Flashcards in séance 2 - managing individual employment relationships Deck (21)
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1
Q

most companies fall under federal or provincial jurisdiction?

A

90% under provincial laws

10% federal

2
Q

exemple of companies that fall under federal law?

A
  • dealings with other countries: air routes and transport, shipping and TV and radio broadcasting
  • national interest (nuclear energy, currency, banking)
3
Q

what does the Quebec Charter of Human Rights and Freedoms cover?

A
  • fundamental rights (equal treatment)
  • forbids discrimination
  • promotes equal employment access
  • duty to accomodate (reasonably)
4
Q

what grounds of discrimination you can not base your decision on as a manager? (11)

A
  • race, colour, ethnic origin
  • sex
  • pregnancy
  • sexual orientation
  • civil status
  • age
  • religion
  • political convinctions
  • language
  • social condition
  • handicap
5
Q

what are the 2 types os discrimination prohibited?

A
  • direct: deliberatly refuse to hire on any of the prohibited grounds
  • indirect and systemic: imbedded in policies and practices that, although appearing neutral on the surface, have adverse impact on specific groups for reason not job related (condition to have access to the job can be discriminatory)
6
Q

what does the CNESST cover?

A
  • pay equity
  • labour standards
  • health and safety
7
Q

what is the equivalent of contract of employment (non unionized employees), but for unionized employees?

A

collective agreement

8
Q

name 3 caracteristics of the employment contract

A
  • can be written or verbal
  • indeterminate (permanent) or fixed term duration
  • droit de rupture
9
Q

what are the employment contract managers obligations?

A
  • protect health and safety
  • allow performance of work and pay for it
  • preserve the dignity of the employee
10
Q

what are the employment contract employee’s obligations?

A
  • perform work under supervision and control of the employer
  • carry out work with prudence and diligence (protect your and others’ safety)
  • demonstrate discretion and act faithfully (keep private info private)
11
Q

what are the different termination of employee/employer relationship?

A
  • resignation
  • dismissal
  • temporary layoff
  • permanent layoff
  • mutual agreement
12
Q

who’s initiative is it when there is resignation?

A

employee’s initiative

13
Q

who’s initiative is it when there is dismissal?

A

employer’s initiative because of a disciplinary or administrative fault

14
Q

what is constructive dismissal?

A

when the employer changes work conditions unilateraly in a negative way, which forces the person to quit (illegal)

15
Q

what are the key laws labour standards act cover?

A
  • salary
  • workweek
  • rest
  • vacations
  • holidays
  • sickness or parental leaves
  • termination
  • child work
  • psychological harassment
16
Q

what members of the organization are not covered by the Labour standards act?

A
  • upper, senior management
  • self-employed workers
  • interns
17
Q

what are the different types of psychological harassment? (4)

A
  • affect the person’s dignity or integrity
  • harmful work environment
  • vexatious behaviour
  • repetitive in nature
  • verbal comments, gestures or behaviours that are hostile or unwanted
18
Q

what are managers obligation towards psychological harassment?

A
  • provide a workplace free from psychological harassment

- manage with a view to preventing psychological harassent

19
Q

what is the employee handbook useful for and who is it written by?

A

defines specific policies and key information. it is written by HR

20
Q

why does the employee handbook has to be as clear as possible but not too restrictive?

A

because everyone has to have the same interpretation - not allowed to subjective comprehension

21
Q

what are some types of info that can be found in the employee handbook?

A
  • mission/vision
  • working conditions
  • specific company policy