Bona Fide Occupational Requirement and Documentation

This report discusses Bona Fide Occupational Requirement and documentation for employment qualification. It covers the importance of documents, external legislation, scope of accommodations, and work design. The report also provides recommendations for Bricks Moving, an organization with 350 employees.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author’s Note

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Table of Content
Introduction................................................................................................................................3
Bona Fide Occupational Requirement (Documents required)...................................................3
Importance of the documents in creating BFORs......................................................................4
External legislation required to be considered...........................................................................4
Scope of accommodations..........................................................................................................5
Type of accommodation require and should be given to employees.........................................5
Work Design (‘Recommendation).............................................................................................5
Conclusion..................................................................................................................................6
References..................................................................................................................................7

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Introduction
The assignment is a detailed analysis of employment requirement and documentation
for the organization Bricks-Moving with 350 employees. Most of the employees in the
organization are employed as leaders and movers. However, presently, the organization is in
the need of evaluating minimum strengths requirements-Bona Fide Occupational
Requirements in the field of Leaders/Movers. The purpose of the assignment is to perform an
in-depth evaluation of the employment requirement traversing Bona Fide Occupational
Requirement and documentation. The report also focusses on the external legislations that are
usually taken into consideration when designing requirement.
Bona Fide Occupational Requirement (Documents required)
Bona Fide Occupational Requirement revolve around employment qualification
which the employees are entitled to consider while making decisions regarding hiring as well
as retention of employees. Gumieniak, Jamnik and Gledhill (2013) mentioned that to develop
the defense of Bona Fide occupational qualification, an organization mist have to prove the
requirement is necessary to the achievement and success of the business. Thus, for example,
Brick’s Moving needs to ensure that leaders/movers in the operation provide or have required
documents such as candidates’ character certificates, medical or health certificates, existing
work experience certificates, legal certificates (legal claims imposed in past), etc. The
organization should review the validation of the certificates of the candidates when retaining
or hiring them for the required position (Ruthergien, 2016). Furthermore, Bricks Moving
should demonstrate a necessity for a particular type of workers, as all others do not have
certain characteristics required for employment success. The organization needs to
demonstrate that workplace rule, policy, criteria and standards are relied upon is a “Bona Fide

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Occupational Requirement”. The firm also has to show that it has adopted for the standard for
a purpose rationally linked to the performance of the job.
Importance of the documents in creating BFORs
The importance of the documents lies in the fact that Bona Fide Occupational
Qualification is essentially a defense to discriminate, conventionally on the basis of existence
of a particularly policy developed by the company. For example a bona fide occupational
qualification could consider the fact that individual over the age of 50 cannot be employed as
a screw member in Bricks Moving requiring physical activities. Such qualification could
enable the organization to discriminate on the basis of age, gender and some other attributes
in which it is considered necessary for the operation of Brick Moving. Nonetheless, this
exception does not apply to discriminate on the basis of race.
External legislation required to be considered
When ensuring Bona Fide Occupational Requirements, the organization should
consider the legislation particularly related to health and safety (Fullagar et al., 2015). It is
certain that the line between a healthy as well as safe workplace and discrimination remains
unclear; thereby, taking this fact into consideration Bricks Moving should learn that moving
and shifting its materials under the supervision of crew members might include some fixed
overhead hazards-such as the objects might fall on the feed while moving them. For such
particular reasons, the legislation such as Alberta Occupational Health & Safety Act and
Human Rights Act should be considered and applied to the operation (Jamnik, Gumienak &
Gledhill, 2013). Thus, in the case study, the individual who is intended to join as the crew
member should be entitled with the position considering his medical conditions. Hence, the
firm should comply with the norms of Occupational Health and Safety and Human Right
Act, which does not allow any employer to unnecessarily employ an individual who is not

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physically suitable for position. In addition to this, the organization must have to show the
standard or the rule is adopted for the purpose or goal that is logically aligned with the
functions being performed.
Scope of accommodations
Accommodation is a significant factor in the business of Brick Moving. This is
because crew members who are assigned to the van along other members usually perform
physical work requiring span of breaks in middle. In such situation, the organization should
provide the facility of using a rest room where the individuals can spend their breaks. On the
other side, the organization currently has 80 drivers who are supposed to travel highway and
for their satisfaction, the firm needs to arrange accommodation.
Type of accommodation require and should be given to employees
Bricks Moving can arrange two different types of accommodation such as in-house
accommodation and outsourced accommodation. This offering should be negotiated at the
time of finalizing the employment contract in the recruitment stage. Hence, accommodation
is referred in the form of facilities; this means that the employees who are hired from outside
the states should be provided with accommodation for staying and this can be consider as in
house accommodation. Conversely, firm also needs to provide with outsourced
accommodation, which means when drivers are supposed to carry or move the materials to
another remote location, they need to halt in a particular location in the middle of journey.
The organization should hire or own accommodation in that specified region. Such offerings
and facilities are linked to employee motivation strategies.

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Work Design (‘Recommendation)
Current operational situation at Brick Moving indicates that workforce is not balanced
as per the requirement. This means that overall workforce strength in the company is around
350 but most of the members are movers/leaders. The business observes a scarcity of crew
members required for the van. Thus, hiring process should follow vacant positions in each
department of the operation. This should happen because in some department, workforce
strength is large while in other departments, such as the crew members are less in numbers.
Thus, speed up the process of operation, workforce strength should be equal and designed as
per the requirements.
Conclusion
This assignment effectively discusses Bona Fide Occupational Recruitments that an
employer needs to consider when hiring or retaining candidates for the position. The report
also provides an insight about how documentation regarding the employment should be
ensured. Nonetheless, the entire workplace at Brick Moving is not organized properly which
is leading to inequality in the workforce with respect to strength. Brick Moving should
develop and organize an effective Human Resource department to supervise the operation
and requirement of each department which will help to identify the issues and offer relevant
solutions.

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References
Fullagar, H. H., Sampson, J. A., Mott, B. J., Burdon, C. A., Taylor, N. A., & Groeller, H.
(2015). Employment Standards for Australian Urban Firefighters: Part 4 Physical
Aptitude Tests and Standards. Journal of occupational and environmental
medicine, 57(10), 1092-1097.
Gumieniak, R. J., Jamnik, V. K., & Gledhill, N. (2013). Catalog of Canadian fitness
screening protocols for public safety occupations that qualify as a bona fide
occupational requirement. The Journal of Strength & Conditioning Research, 27(4),
1168-1173.
Jamnik, V., Gumienak, R., & Gledhill, N. (2013). Developing legally defensible
physiological employment standards for prominent physically demanding public
safety occupations: a Canadian perspective. European journal of applied
physiology, 113(10), 2447-2457.
Ruthergien, G. (2016). Employment Discrimination Law, Visions of Equality in Theory and
Doctrine. West Academic.