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HRES2302 : Labour Relations

   

Added on  2020-04-15

8 Pages1687 Words72 Views
Law
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Running head: LABOUR RELATION AND EMPLOYMENT LAWLabour Relations Third Assignment Tiwana, Arshdeep Singh Student id: 376230
HRES2302 : Labour Relations_1

1LABOUR RELATION AND EMPLOYMENT LAWTable of ContentsAnswer to question 1..................................................................................................................2Answer to question 2:.................................................................................................................3Answer to question 3..................................................................................................................4Reference:..................................................................................................................................6
HRES2302 : Labour Relations_2

2LABOUR RELATION AND EMPLOYMENT LAWAnswer to question 1In the modern time, workplace grievance is a major problem in the corporateworld. Canada is not an exception in this case. In this assignment, certain grievances has beenset out and the role of the manager and the HR advisor in handling this case has also beenmentioned. In Canada, the unionised workers are enjoying certain rights regarding theirworkplaces. This rights cover the termination policies also. The base of the corporal growth isdepending on the employment relationship. Therefore, certain techniques should have toadopt to deal with this sensitive issue (Banks, 2016). Employment Standard Act 2000governs the employment relationship in Canada and the provisions of this Act are based onthe principle of fair work. The relationship between the employers and employees are basedon the reciprocal duties. The employees should not let them involved in wilful misconductand the employer should have to take care of the interest of the employees. However, it hasbeen mentioned that if an employee is unable to act prudently and reasonably, the employerhas the right to terminate the employee from his post. However, the way of terminationshould be in accordance with law (Mohamed, 2014).Leanne E. Standryk has stated that every employee should maintain the principleof duty to retain the employment relationship in a positive way. The process of remunerationis depending on the reciprocal duties. An employee must not forget his duties and should nottake any undue advantage regarding the rights provided to him. Managers will also take careof the matter and it is their duty to manage the working environment in a fruitful manner(Apaza & Chang, 2017). There are certain legislations dealing with the employment-basedproblems in Canada such as Employment Standards Act 2000, Ontario Human Rights Code,Workplace Safety and Insurance Act and Occupational Health and Safety Act.
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