Sign In
Not register? Register Now!
Essay Available:
Pages:
5 pages/β‰ˆ1375 words
Sources:
1 Source
Style:
APA
Subject:
Management
Type:
Essay
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 21.6
Topic:

Recruitment and Selection in Canada

Essay Instructions:

In an essay of 1200–1500 words, answer the following questions regarding the legal framework that regulates recruitment and selection practices in the workplace.

  1. What are the major types of legislation that affect recruitment and selection in a non-unionized workplace in your jurisdiction? For each piece of legislation, summarize the major rights and obligations it provides relevant to recruitment and selection. Include both substantive and procedural provisions in your list. (600–800 words)
  2. Why is such legislation necessary? Your answer should include some discussion about conflicting interests in employment relationships and how employers can use recruitment and selection to advance their interests. (300–350 words)
  3. How have these legal provisions positively impacted society, and where do they fall short? Do they offer meaningful protections to workers? Why or why not? (300–350 words)

Before You Begin

  1. Your answer should be approximately 1200–1500 words in length.
  2. To reduce the length of your response, you may use point form to list specific information that relates to sections of legislation. Otherwise, use complete sentences and paragraphs.
  3. Use headings to clearly indicate which parts of this assignment you are answering in each section of your essay. Ensure that your response directly addresses all components of the questions that are asked.
  4. Common-sense responses or opinions alone are not sufficient. Your answer must demonstrate knowledge of the course materials and be based upon or reference an authority.
  5. Clearly reference any information that you quote directly or paraphrase, including material you find in the online Study Guide.

All quotations and sources of ideas should be identified by way of in-text citations and a reference list. You must also acknowledge information you paraphrase (i.e., information you glean from a source and put into your own words), including material from the Study Guide or other course materials.

Use APA Style for citations of all sources outside this course website. For citing material from this course website, the author of this course is Jason Foster and the year of publication is 2015. If you quote material from the course website, use the lesson number instead of a page number in your citation: (Foster, 2015, Lesson 5, Notes). 

Essay Sample Content Preview:

Recruitment and Selection in Canada
Student’s Name
Institutional Affiliation
Course Affiliation
Instructor’s Name
Date of Submission
Recruitment and Selection in Canada
Types of Legislation That Affect Recruitment and Selection in Non-Unionized Workplace
In Canada, several pieces of legislation impact recruitment and selection in a non-unionized workplace. This section summarizes the major rights and obligations each piece of legislation provides.
Canadian Human Rights Act (CHRA)
The CHRA prohibits discrimination based on several grounds, including race, gender, religion, age, and sexual orientation. The Act applies to all federally regulated employers and employers in the private sector in provinces and territories that do not have equivalent legislation. Employers have to accommodate employees to the point of undue hardship, Kramar. In recruitment and selection, the CHRA requires employers to avoid discriminatory practices and ensure that all applicants are evaluated fairly and without bias. Employers must also make reasonable accommodations to ensure that individuals with disabilities can participate in the recruitment and selection process.
Employment Equity Act (EEA)
The EEA aims to promote equality in the workplace by addressing systemic discrimination and promoting diversity. The Act applies to federally regulated employers with 100 or more employees. These employers must implement employment equity programs to identify and address barriers to hiring and advancing four designated groups: women, Aboriginal peoples, persons with disabilities, and members of visible minorities (Kramar et al., 2018). In the context of recruitment and selection, the EEA requires that employers take proactive steps to ensure that designated group members have equal access to employment opportunities. Employers must also monitor their recruitment and selection processes to ensure that they are not inadvertently excluding members of these groups.
Personal Information Protection and Electronic Documents Act (PIPEDA)
PIPEDA governs private sector organizations' collection, use, and disclosure of personal information. The Act applies to all organizations that collect, use, or disclose personal information during commercial activities. This includes collecting personal information during recruitment and selection (Kramar et al., 2018). PIPEDA requires that employers obtain the consent of job applicants before collecting and using their personal information. Employers must also ensure the security of this information and provide job applicants with access to their personal information upon request.
Accessibility for Ontarians with Disabilities Act (AODA)
The AODA aims to promote accessibility for persons with disabilities in Ontario. The Act applies to all organizations that provide goods, services, or facilities to the public in Ontario, including employers. Employers must develop and implement accessibility policies and practices to identify and remove barriers to employment for persons with disabilities (Kramar et al., 2018). The AODA requires that employers take proactive steps to ensure that their recruitment and selection processes are accessible to persons with disabilities. This may include ...
Updated on
Get the Whole Paper!
Not exactly what you need?
Do you need a custom essay? Order right now:
Order

πŸ‘€ Other Visitors are Viewing These APA Essay Samples:

HIRE A WRITER FROM $11.95 / PAGE
ORDER WITH 15% DISCOUNT!
Order Now