Introduction Employment law is a crucial aspect of the legal framework governing the relationship between employers and employees in Canada. Through the analysis of various employment law scenarios in Canada, this report aims to demonstrate the critical importance of understanding and applying legal principles to real-world situations encountered by employers and employees. By examining key issues such as unfair dismissal, disability accommodation, employment contracts, workplace harassment, and changes in employment terms, this report highlights the need for organisations to adhere to legal obligations, protect employee rights, and foster a fair and equitable work environment. Ultimately, the effective application of employment law principles …show more content…
Disabilities can include physical, mental, cognitive and sensory impairments, as well as chronic illnesses and mental health conditions (Owen, Rylie & Murray, 2020, p171). interactive process: The interactive process involves engaging in meaningful dialogue with the employee to determine their specific accommodation needs (Owen, Rylie & Murray, 2020, p. 380). This process should be collaborative and respectful, involving input from both the employer and the employee. Documentation and Medical Information: While employers have the right to request medical information to substantiate a disability claim, they must handle this information with care and ensure confidentiality, medical information should only be used for the purpose of assessing and implementing accommodations (Owen, Rylie & Murray, 2020, …show more content…
By educating both management and staff, establishing clear processes, maintaining open communication, documenting everything, considering flexible solutions, seeking legal counsel when needed, promoting inclusion and accessibility, and monitoring and evaluating the accommodation process effectively while promoting a culture of inclusion and respect in the workplace. By prioritising the needs of employees with disabilities and ensuring compliance with legal obligations, employers can create an environment where all employees can thrive and contribute to their fullest potential. References Owens, R., Riley, J., & Murray, J. (2020) - The 'Secondary' of the 'Secondary' of The Law of Work. Oxford University Press, Australia. Ontario.ca. -. n.d. - n.d. - n.d. Business and the economy. https://www.ontario.ca/page/business-and-economy ‘. Ontario Human Rights Commission. n.d. - n.d. - n.d. Ontario Human Rights Code -.
Moran, J. J. (2008). Employment law: New challenges in the business environment. New Jersey: Pearson Prentice Hall.
Bennett-Alexander, Dawn D. & Hartman, Laura P. (2001). Employment Law for Business (3rd ed.). New York: McGraw-Hill Primis Custom Publishing. Downloaded February 4, 2008 from the data base of http://www.eeoc.gov
In a study, Li writes, “Healthcare team performance may be hindered due to the different cultural backgrounds of the nurses” (2014, p. 316). A report mentions that the IENs have less confidence in providing culturally competent care to the patients of the different culture due to lack of understanding of health beliefs, values and behaviors of that culture (Lampley, 2008). For instance, in Philippines, most of the decisions are made by the doctors. Nurses just follow doctors’ order in decision making (Tregunno, et al., 2009). But in Canada nurses are required to be more assertive and actively involved in decision-making and have more responsibility and accountability regarding patient care. Further, Canada is a multicultural country and
Sloane. A. A., Witney, F. (2010). LABOR RELATIONS (13th editions). Prentice Hall. Upper Saddle River, NJ
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
Some of the disabilities included are vision, hearing, motion, or mental impairments. "Title I of the Americans With Disabilities Act prohibits employers from discriminating against qualified individuals with disabilities in job application procedures, hi...
Walsh, D. (2012). Employment law for human resource practice. (4 ed.). Macon: South-Western Legal Studies in Business.
Marshall, C. A., Kendall, E., Banks, M. E., & Gover, R. S. (2009). Disabilities Vol. 2. Westport: Greenwood Publishing Group, Inc.
People living with disability most likely doesn’t get much chance to earn money and usually have more medical expenses. The disabilities of children and adults affects the socio-economy of entire family. Due to their illness and disability, most of the organization do not hire people with disability in their workplace. According to the Survey of Disability, Ageing and Carers in 2009, people with disability of age 15-64 years looking for work, the most reported difficulty to find work was their own poor health or disability (35%). They were facing difficulty also of their lack of the essential skills or education (13%). Likewise, people with disability who apply for work, doesnot get employed as their long-term illness or injury was the main
In dealing with a person’s livelihood, and often, sense of self, it is of no surprise that ethical issues regarding employment practices are of great concern. The issues of employment at will and due process contracts in the workplace are among the most widely contentious in the realm of employment. Employment at will is the doctrine that employment may be ended, by either party, for good, bad or no cause at all.1 Due process, on the other hand, is the employment practice in which a person may appeal a decision as a means of receiving an explanation and the opportunity to argue against it.2 Employment at will is the standard in the majority of private corporations today and is argued for relentlessly by freedom of contract enthusiasts, however, it is becoming ever more apparent that employment at will contracts reflect the old corporate maxim where the single bottom line, profit, is accented and the well being of other stakeholders, in this case the employee, are of little or no influence. Due process should be accepted as the prevalent employment system as it shelters employees from the hostile actions of the more powerful employer, provides a stable, bilateral contract between both parties and portrays the growing ethical concerns of society.
Watson, T. (2008) The Meaning of Work. The Sociology of Work and Industry. London: Routledge.
11).” The majority of disabilities are extremely easy and inexpensive to implement and or accommodate. For example, an employee who is hindered by a cognitive disability may not be able to work in loud environments. By simply providing a office with a closed door and or allowing an employee to work varying hours so they are not around the noise are reasonable an inexpensive accommodations that any company can handle. Lastly, when there are questions and or concerns regarding appropriate accommodations it’s vital that the employee, employee’s managers, and human resources have an interactive conversation to properly determine appropriate accommodations. By following these processes and providing accommodations employers are producing improved morale, and increased productivity (Sotoa & Kleiner, 2013, p.
Labour and Employment Law. Cincinnati, OH: South-Western Publishing Company.
In an everyday society, work is a thing of a necessity in order to make a living. Work is not always on the basis of receiving an income, but could also be on the basis of doing unpaid work that is required of everyone. In work organisations, what we find is that work comes with its own struggles and control amongst the workforce. Work can be defined as “task-based activities for which people get paid for”, (Watson 2008:2). Giving work such a solid definition is inadequate, work can also be defined as an activity that requires effort or time spent finishing a task. In many workforce, work organisation and the division of labour is often determine by managerial control, throughout this essay the following will be discussed the struggle to control work, the different ways in which work is organised and the way in which managerial control is implemented.
French, S. & Swain, J. 2008. Understanding Disability: A Guide for Health Professionals. Philadelphia: Churchilll Livingstone Elsevier: 4