Purpose:

As managers you will be faced with many challenging issues within the workplace. It is important to understand legally what is acceptable and what might be a potential Human Rights violation. The purpose of this activity is to discuss your approach and what if any laws are being violated. This topic is related to the content of Module 2: Operating within the Legal Framework.

Instructions:

In Class:

Read the scenarios below.

Using resources in the textbook, class notes and legislations discuss each scenario and identify what Human Rights legislation is being violated, explain what the legislation is and what would be your recommendation to the manager.

Scenario 3:

Jenny has been a full time clerk at Home Hardware for her entire career. She is almost 60 years old and has been there for over 20 years. Age is starting to catch up with her, as it is a physical job. She gets the job done every day, however she isnt able to take on extra tasks like some of the younger employees.

Her Manager is a young man who often makes comments about how slow-moving she is and how others are able to take on the extra tasks. She overheard him calling her the old lady as a joke with another manager. These comments are starting to bother Jenny. She feels she isnt getting good shifts as a punishment for not being as fast as some of her peers.

Jenny was processing invoices and accepted an invoice that was incorrect. It cost the store $500. This was the second time this has happened. The first time she got a second level discipline and was asked to complete the training on invoices again. This time she got a final warning.

Jenny has decided to approach her HR representative claiming that her boss is discriminating against her. What advice do you give? Should the discipline be reversed?

Scenario 4:

A male and female colleague who have worked together for a few years have a fun joking relationship. Some of the jokes they make are sexual in nature. The banter goes back and forth and helps them pass the day.

One day the female employee patted the male employee on the butt. She laughed and he smiled. He then did the same to her, and she laughed.

Another employee was working with them on this particular day. He heard the jokes and saw the reciprocal butt pats. The next day the female employee when to her manager and complained that she had been sexually harassed.

This issue was forwarded to HR. What is your advice?

Scenario 5:

Roxanne has taken a new job at a clothing store in the Mall. She has made her manager aware that she cannot work Saturdays as she is Seventh Day Adventist and Saturdays are Sabbath.

After a few months with no scheduling issues, Roxannes scheduled shifts started to change. For some reason she was now being scheduled to work on Saturdays.

She has decided to discuss this matter with HR.