Hampton Inn Case Study

1. Hampton Inn Case Study Bryan Andrews

2. Meeting Legal Requirements Bryan Andrews

3. Prejudice • An opinion, often unfavourable, formed without a fair examination of the facts: especially antagonism towards members of other races, religion etc

4. Discrimination ( in human resources ) • The systematic exclusions of particular persons from consideration of a job, or payment of different wages to such persons because of age, sex or race or some other characteristics not relevant to job ability or performance

5. Sources passed in parliament and enforced by the federal Human Rights Commission Objective & JurisdictionTo ensure equal employment opportunities with employers under federal jurisdiction (10% of the Canadian workforce) Types, sources, objectives and jurisdiction of Canadian Human Rights Legislation – Federal Law

6. Sources enacted by provincial parliament and enforced by the provincial Human Rights Commissions Objective & JurisdictionTo ensure equal employment opportunities with employers under provincial jurisdiction (90% of the Canadian workforce) Types, sources, objectives and jurisdiction of Canadian Human Rights Legislation – Provincial Law

7. Employer Retaliation • When an supervisor tries to “get even” when an employee files charges or a complaint under the Human Rights Act

8. Equal Pay for Equal Work • People performing the same kind of work should receive the same pay regardless of gender, race, or other characteristics not related to ability or performance

9. Equal Pay for Work of Equal Value • Men and women with comparable jobs (similar in content, skill, effort, responsibilities, working conditions) should receive equal compensation

10. Systemic Discrimination • There is no intention to discriminate, but the system, arrangements, or policies allow indirect discrimination to happen

11. Failure to provide Reasonable Accommodation • If an employer fails to accommodate an employee in a protected area (ex religious practices) to the point of undue hardship

12. Harassment • When one member of an organization subjects another employee to one or more incidents that “ a reasonable person ought to have known would be unwelcome” and pertain to a protective classification in the Human Rights Legislation

13. Reverse Discrimination • This occurs when an employer seeks to hire or promote a member of a protected class over an equally ( or better) qualified candidate not in a protected class

14. Bona Fide Occupational Requirements • A justified reason for discriminating against a member of a protected class

15. Human Rights Legislation affects: • Training decisions about who to training must follow established criteria – failure to train certain groups may be considered discrimination • Recruiting- where is recruiting taking place? • Selection – company must select/reject based on the basis of experience and ability

16. Cont’d • Compensation – pay according to skill, individual performance and/or seniority • Performance Appraisal – must be free of biases that discriminate

17. Other Legal Challenges • Canada Labour Code – regulates union certification, right to organize, union prosecution, mediation and arbitration procedures • Dismissal – an immediate dismissal is possible if an employee is compensated through appropriate severance pay

18. Cont’d • Minimum wages – set by provincial and federal boards • Occupational Health and Safety – Labour Standards Codes also regulate these issues • Workplace Hazardous Material Information Systems (WHMIS) – regulates the handling of hazardous materials