HRES 2101: Examining Organizational Changes and Employment Laws

This report elucidates three different types of organizational changes related to maternity benefits, injury insurance, and sexual violence acts, analyzing their impact on employees and the organization. It discusses the advantages and disadvantages of each change, the leadership's rationale for implementation, and the benefits for the organization. The report also addresses relevant Canadian employment laws, including the Canadian Charter of Rights and Freedoms, Canada Labour Code, Work Place Safety and Insurance Act, and the Criminal Code of Canada, highlighting forces driving these changes such as the need to support nursing mothers, ensure workplace safety, and address sexual harassment. It references various sources to support its analysis and justifications.

Running head: ORGANIZATIONAL CHANGES AND EMPLOYMENT LAWS
Organizational Changes and Employment Laws
Name of the student
Name of the University
Author note

1ORGANIZATIONAL CHANGES AND EMPLOYMENT LAWS
Executive Summary
The purpose of this report is to elucidate on three different kinds of change that can take
place in an organization. It also throws light on how the employees would be affected by the
changes and advantage and disadvantage of each of these changes. It also states the reason
why the leadership would like to implement the change within an organisation and brings out
how this change will bring benefit for the organisation. It also talks about the employment
laws and the forces that are causing these changes to occur.

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Table of Contents
Organizational Changes.............................................................................................................3
Explanation of the Changes and their impact on the organisation.............................................3
Employment Laws in Canada....................................................................................................5
Forces driving the changes.........................................................................................................5
References:.................................................................................................................................6

3ORGANIZATIONAL CHANGES AND EMPLOYMENT LAWS
Organizational Changes
The three changes that should be brought about in the organization relates to
maternity benefits, injury insurance changes and changes pertaining to sexual violence acts
within the organization. A change that can be brought about in the organization relates to
providing the crèche facility in the organization that can encourage the recent mothers to
attend office without any kind of worries (Bolman& Deal, 2017). The employers within an
organisation should share the liability in relation to workplace injury insurance.People
should be provided with the opportunity to field accusations on the basis of what took place
many years ago. There should not be any kind of two-year limitation period pertaining to
instances of the sexual violence.
Explanation of the Changes and their impact on the organisation
The people who would be affected by the changes are the mothers who have children
within 1-2 years of age. They would not have to worry about what their children are doing at
home and whether the nanny is treating her in the right manner. An advantage of this change
would be that it would help the new mothers to focus on their work and a disadvantage of the
change would be that there may be some mothers who may have the support at home but still
bring the children along to the office (Benn, Edwards & Williams, 2014). The leadership
team would bring about this change as it may increase the productivity of the employees. A
survey that has been conducted by Pro Eves has brought out the fact that 63 % of the women
leave their jobs owing to childcare responsibilities (Bolman& Deal, 2017).

4ORGANIZATIONAL CHANGES AND EMPLOYMENT LAWS
In the event of employers of an organisation sharing liability in relation to that of
workplace injury insurance the workers become encouraged to deliver work in a more
responsible manner. An advantage of this change would be that it would help in
strengthening the employees of an organisation and a disadvantage of this change would be
that it would be difficult to ascertain who all in the management should be paying pertaining
to the workplace injury insurance (Cummings & Worley, 2014). The leadership team would
bring about the change as it can help in increasing the efficiency of the employees within an
organisation. This measure has been implemented in Brock Solutions that has helped in
increasing the profit of the company by around 20% (Goldberg, 2017).
The facility provided to the employees so that they can book accusations regarding
what took place many years ago can inspire the employees specially the women employees to
come forward regarding any kind of incident of harassment. An advantage of this change
would be that it would encourage the participation of women in the workforce and a
disadvantage of this change would be that there can be some employees who may misuse
these changes in law (Benn, Edwards & Williams, 2014). The leadership team would like to
implement this kind of changes as it would increase the propensity of the women to report
regarding any incident of sexual harassment. This organisational change should be brought
about because it has been found that young Canadians are more prone to the sexual assault.
The Canadians who are of the age 15 to the 24 have 18 times more chances of experiencing
sexual assault as compared to those who are of the age 55 and more than that (Smith, 2016).

5ORGANIZATIONAL CHANGES AND EMPLOYMENT LAWS
Employment Laws in Canada
The Canadian Charter of Rights and Freedoms state that fundamental rights along
with freedoms should be provided to the Canadians. On the basis of Canada Labour Code
policies should be provided that can act to the benefit of the women like providing the
woman with crèche facility in an organization (Goldberg, 2017). Section 132 deals with the
aspect of occupational health and safety which states that proper facilities should be provided
to the nursing employees. There is an Ontario law that deals with the issue of workplace
insurance called Work Place Safety and Insurance Act that protects the rights of the workers
in an organisation. Section 122 Part II talks about the duties of the employers which states
that the employers should be able to provide an atmosphere that can help the employees in
working freely (Laws.justice.gc.ca., 2018). The Criminal Code of Canada states that any one
committing any act of sexual violence would be duly punished by the law. Section 247.1
deals with sexual harassment and it states that any kind of humiliation perpetrated on an
employee would be duly punished by the law (Canada.ca., 2018).
Forces driving the changes
There are many nursing mother who join the workforce and the provision of crèche
would be of great help for them. The nursing mothers would be able to continue working in
the organisation and look after their children that can improve the organizational performance
of the nursing mothers. There are many workers who gets injured when working in the
factories and the employers sharing the liability in case of injury insurance would help the
organization in making profits (Bolman& Deal, 2017). There are many kinds of sexual acts
that comes to light many years after and the organisational changes would help to solve cases
of these kind. The perpetrators of the act of sexual violence can be caught at a later stage and
this can provide security to the female employees working within an organization.

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References:
Benn, S., Edwards, M., & Williams, T. (2014). Organizational change for corporate
sustainability. Routledge.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Canada.ca. (2018). Summary of part III of the Canada Labour Code - Canada.ca. Retrieved
from https://www.canada.ca/en/employment-social-development/services/labour-
standards/reports/code-summary-3.html
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
Goldberg, S. (2017). Sexuality and Equality Law. Routledge.
Laws.justice.gc.ca. (2018). Canada Labour Code. Retrieved from
http://laws.justice.gc.ca/eng/acts/L-2/index.html
Smith, N. M. (2016). Basic Equality and Discrimination: Reconciling Theory and Law.
Routledge.