Our Roadmap by wuyunyi

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									Business 310

Road Map Fall 2012




      Business 310   1
             Bus 310 First Night
•   Introductions
•   Course Overview
•   Course Format
•   Expectations
•   Marking
•   Reading and question for next class



                       Business 310       2
           First Night Handouts
•   In-class quizz
•   Course Outline
•   Alignment with CHRP requirements
•   Sign-up sheet




                     Business 310      3
         First Night - Our Roadmap
• Introduction and Overview
   – Ch 1
• Understand your organization and people
   – Ch 2 and Ch 3
• Formulate your reward and compensation strategy
   – Ch 4, Ch 5 and Ch 12
• Determine your compensation values
   – Evaluating Jobs Ch 7, and Ch 8,
• Evaluating your market
   – Ch 9
• Constraints and Legal Frameworks
   – Ch 6

                                   Business 310     4
                   Sept 12
•   In-class quiz
•   Reward Model
•   Goals of a Compensation System
•   Case Analysis




                      Business 310   5
       Sept 12-The Business Case
•   Defining the symptoms
•   Defining the business issue
•   Defining the behaviours we want to change
•   Describing the perfect world
•   Defining three options
•   Considering the pros and cons
•   Recommending action

                      Business 310              6
                  Sept 12 Framework
•   Hand-in (Domain Task Environment)
•   Exam date :___________
•   Domain Task Environment
•   Management Strategies
•   Framework Part 1 (Structural)
•   Sept 28 Using the organization you have chosen for your first
    assignment, describe the control systems in place




                                   Business 310                     7
      Sept 19-Framework



Contextual     Managerial     Structural
 Variables      Strategy      Variables




             Domain / Task


               Business 310                8
            Sept 19 Environment
                                          Simple - single
  Stable – industry
                                          product line or
 and products are
                                        related products or
     predictable
                                            technologies
e.g . Grocery , Retail   AND             e.g. Dial- a- Geek
                                           Kelly Services,
Dynamic – change
                                               Schools
creates uncertainty
  – new products,
                                         Complex – many
 competitors and
                                           different and
  rapidly evolving
                                        unrelated products
     technology
                                         or technologies
    e.g. Financial
                                           e.g. Hospital,
    investment ,
                                             Provincial
  Mobile phones
                                           Government


                         Business 310                         9
      Sept 19 Corporate Strategy
     Miles and Snow

 Defender –dominating a
narrow product or service                         Michael Porter
  e.g. Sears, Camosun,
                                                Low-cost – common
 Prospector – identifying     OR               product promoted on
   and exploiting new                                  price
      opportunities                          e.g. Walmart, Tim Hortons
    e.g. Google, Apple
                                              Differentiator – unique
Analyzer – maintain a base                      product or service
of products or services and                        e.g. Starbucks,
exploit new opportunities
      e.g. Telus, Shaw



                              Business 310                               10
  Sep 19 Contextual Variables

                                  Organization
         Corporate Strategy
                                      Size


Domain
 Task

            Technology            Work Force




                   Business 310                  11
               Sept 19 Technology

                                            Perrow
Thompson               Woodward
                                            Routine
Long –linked          Small batch
                 OR                  OR
                                             Craft
 Mediating            Large batch
                                          Engineering
 Intensive               Process
                                          Non-routine




                      Business 310                      12
Sept 26 -Structural Variables
                     Job Design



Coordination and                     Decision Making
Departmentation                      and Leadership

                   ENVIRONMENT

 Communication
                                     Control Systems
 And Information




                    Reward Systems


                     Business 310                      13
Oct 3- Maslow’s Hierarchy


         Self-                        Motivators
                                                   Intrinsic

        Actualiz
         ation                                                     High
                                                               Involvement


      Self Esteem

                                                                 Human
         Social                       Hygienes                  Relations
                                                   Extrinsic
                                                                Classical
    Safety /Security


        Survival

                       Business 310                                   14
Oct 3 Attitude and Behaviour

                  Job        Membership
              Satisfaction    Behaviour


 Reward     Organizational   Citizenship
            Identification    Behaviour
 System

                                Task
              Motivation
                              Behaviour



            Business 310                   15
              Oct 3 - Behaviour
• Undesirable Consequences
• Reward Dissatisfaction
  – Relative Deprivation
  – Organizational Justice
     • Distributive Justice
     • Procedural Justice




                              Business 310   16
             Oct 3- Behaviour
• Organizational Justice
  – Consistent
  – Free of Bias
  – Flexible
  – Accurate
  – Ethical
  – Representative



                      Business 310   17
             Oct 5- Behaviour
• Relative Deprivation
  – Discrepancy between outcome wanted and
    outcome received
  – Others receive more than they do
  – Past experience suggests they should receive
    more
  – Future expectations for receiving more are low
  – Believe they entitled to more
  – Absolve themselves of personal responsibility
                       Business 310                  18
Oct 5 Reward Dissatisfaction
 Violation of
Psych Contract


  Perceived
   Inequity                     Reward
                            Dissatisfaction
  Relative
 Deprivation


 Lack of Org
   Justice


                 Business 310                 19
                   Oct 3- Behaviour
• Reward Dissatisfaction
  – Increase Rewards
     •   Demand higher pay
     •   Find another job
     •   Increase effort
     •   Acquire illicit rewards
     •   Demand improved job duties
  – Decrease Contribution
     •   Reduce job duties
     •   Reduce performance
     •   Increase absenteeism
     •   Find less demanding job

                                   Business 310   20
             Oct 3- Behaviour
• Membership Behaviour
  – Affective commitment (good)
  – Continuance commitment (not so good)
  – Job security (Maslow)
  – Salience
    • The amount of need deprivation
    • The importance of the need




                        Business 310       21
              Oct 5- Behaviour
• Task Behaviour
  – Expectancy Theory
  – Reinforcement Theory
• Citizenship Behaviour
  – Organizational Identification
     • Integration of goals and values
     • Belongingness
     • Trust (e.g. procedural justice)


                           Business 310   22
            Oct 5- Behaviour
• Membership
  – Salience
  – Need (Maslow)




                    Business 310   23
                      OCT 10 Rewards

          INTRINSIC                        EXTRINSIC




          BASE            PERFORMANCE         INDIRECT
•Wage
•Salary
•Minimum
•Market
•Pay for Knowledge


                            Business 310                 24
                Oct 10 Base Pay
              MINIMUM WAGE as of Oct 1, 2012


•   Alberta       $8.80          • Ontario            $10.25
•   BC           $10.25          • Quebec              $9.50
•   Saskatchewan $9.25
•   Manitoba      $9.50          •       New Brunswick $9.00
                                 •       Nova Scotia   $9.65
• NWT             $9.00          •       Newfoundland $10.00
• Nunavut        $10.00          •       PEI           $9.00
• Yukon           $8.93
                                 • Washington State $US 8.55
                          Business 310                         25
             Oct 10- Base Pay
• Wage
  – pay for time provided
  – Usually quoted on hourly basis
  – Usually refers to included (unionized) workers

• Salary
  – Pay for services provided or outcomes
  – Usually quoted on annual basis
  – Usually refers to excluded management workers
                        Business 310                 26
   Oct 10 Pros / Cons of Base Pay
• Pros                    • Cons
  – Simple                      – Fixed cost
  – Predictable                 – Not a motivator
  – Attributable                – Does not
  – Controllable                  contribute to
  – Preferred by                  citizenship
    many potential                behaviour
    EE’s                        – Not self correcting


                     Business 310                       27
              Oct 10 Step Progression
               START   6 MONTHS       12 MONTHS 24 MONTHS 36 MONTHS
Hourly rate    $8.00     8.50                  9.25   10.00    11.00
 % of Job      73%       77%                   84%    91%      100%
  Rate
Incremental              6.3%              8.8%       8.1%         10%
  Increase



                                                        JOB RATE




                                Business 310                             28
                Oct 10 - Salary Range
                   MINIMUM                     MIDPOINT      MAXIMUM
ANNUAL SALARY       $60,000                     $75000         $90,000
Range                 80%                      JOB RATE         120%
                    New and            Employees meeting      Longer term
                   developing              all the job     employees and/or
                   employees               standards        high performers




                                Business 310                              29
          Oct 12 - Pay for Knowledge
          Example for Court Services Example
          BANK-    ADOPTION   PROBATE        DIVORCE   FAMILY   SMALL
SERVICE   RUPTCY                                                CLAIMS

   D
   C
   B                             REGISTRY CLERK
   A                           REGISTRY ASSISTANT




                              Business 310                               30
                    Oct 12 - Courts Example
•   ASSISTANT – have already been introduced to government standards of office
    administration, ministry structure, financial processes and records management
•   CLERK – demonstrates a basic knowledge (LEVEL B) of all components of the court
    registry; informs clients of appropriate forms, court contacts and procedural steps;
    ADMINISTRATOR – demonstrates knowledge (Level C) of two components of the
    court registry, responds to exceptions and client queries for a minimum of three
    years, leads administrative projects improving services and systems of the court
•   LEAD ADMINISTRATOR – demonstrates seasoned knowledge (Level D) of two or
    more components exceptions and precedents acquired over five years; advises,
    directs and develops Clerks and Assistants.
•   SENIOR ADMINISTRATOR – demonstrates seasoned knowledge of three or more
    components, exceptions, and precedents acquired over seven years; recruits,
    develops and assigns work to Court Staff
•   Each level of knowledge is complemented by formal training in leadership skills
    and knowledge and supported by sufficient time in position to demonstrate
    competency.


                                        Business 310                                   31
Pay Ranges




   Business 310   32
  Oct 10 - Sample Exam Question
• Managers within large companies usually
  have little control over extrinsic rewards.
  What are intrinsic rewards and give two
  examples of what managers can do to
  enhance intrinsic rewards for their
  employees?                             (3 marks)




                      Business 310               33
               Oct 17- Rewards

   INTRINSIC                                EXTRINSIC




                       Performance
Base
               •Commission                     INDIRECT
               •Piece Rate
               •Bonus
               •Gain sharing
               •Profit sharing



                             Business 310                 34
Oct 17 - Attitude and Behaviour

                   Job        Membership
               Satisfaction    Behaviour


  Reward     Organizational   Citizenship
             Identification    Behaviour
  System

                                 Task
               Motivation
                               Behaviour



             Business 310                   35
     Oct 17 Variable Compensation:
•   Piece Rates            • Stock Bonus
•   Commission             • Stock Purchase
•   Merit Raise            • Stock Option
•   Merit Bonus            • Long Term
•   Profit Sharing           Incentives
•   Gain Sharing           • Non-Monetary
•   Goal Sharing

                     Business 310             36
           Oct 17 - Incentives
• Individual
  – Low interdependence
  – Results attributable to one
  – Output focused (Results oriented)
  – Builds personal ownership
• Group
  – High interdependence
  – Results attributable to more than one
  – Build collective ownership

                       Business 310         37
           Oct 17 – Piece Rate
1. Workers control their own production
2. Interdependence between workers is low
3. Each unit of production can easily be
   measured and priced
4. Tasks do not change frequently
5. Increased productivity will not cause lay-offs
6. Monitoring quality is easy

                      Business 310                  38
Oct 17 Designing Performance Pay
• Underlying concepts
  – Reward the behaviour and it shall be repeated
    (reinforcement)
  – share the projected wealth (Expectancy should
    translate into reality )
  – Bonus must be predictable
  – Windfalls are not part of the game



                      Business 310                  39
  Oct 17 - Incentive Categories
– Increased Sales
– Increased Productivity
– Reduced Costs
   • Reduced Absenteeism
   • Suggestions leading to Improvement
– Increased Operating Profit
– Increased Net Profit



                       Business 310       40
    Oct 17 - Targeted Incentives
• Attendance
  – Attribution theory eliminating the intrinsic reward
    with a less salient financial reward
  – Resolving attendance through dealing with the
    root problem
• Suggestion Programs
  – Token or Commission?
  – Individual or Group?

                        Business 310                  41
             Oct 17 Piece Rate
• Minimum wage is $8.00
• Target average wage is $12.50/hour and eight
  hour day
• Tight piece rate to cut and sew a finished tie is
  48 minutes
• What is my piece rate incentive?
• What is minimum rate of productivity
  acceptable from an employee?
                       Business 310               42
        Oct 17 - Linking Pay to
            Performance
Does individual performance vary?
Can individual control it?
Can performance be measured?
Will pay be linked to performance?
Is this the only way?
Are there risks to be managed?
Does it fit our management strategy?

                     Business 310      43
                     Risk of Bonus Payout
Risk   High
of
Pay
out                    Employee
                         Risk                                              Employer Risk
       Low


              Individual or       Group or               Organization or          Long term
              Task                 Product                   Profit                Outcome
                                        Control over Results

  Employee risk of not earning a bonus increases as they lose control of the results and
  more and more people are involved in the outcome
  Employer risk of paying a bonus not resulting in bottom line profits decreases the
  closer the bonus is tied to that bottom line result

                                          Business 310                                     44
Oct 17- Designing a Reward System
•   Define the behaviour
•   Determine employee attributes and qualifications
•   Identify the salient needs
•   Develop rewards
•   Ensure a positive valence
•   Link rewards to behaviour
•   Confirm employee perception of fairness
•   Provide the right conditions
•   DWYSYWGTD

                          Business 310                 45
Oct 31- INDIRECT REWARDS

  INTRINSIC                              EXTRINSIC




                                             INDIRECT
                                    •Mandatory
BASE          PERFORMANCE           •Retirement
                                    •Health
                                    •Time not Worked
                                    •Employee Services
                                    •Miscellaneous




                     Business 310                        46
    Oct 31 Non-Monetary Rewards
•   Social reinforcers
•   Merchandise Awards
•   Travel Awards
•   Symbolic Awards
•   Time




                     Business 310   47
    Oct 31 Why Offer Benefits?
• Cost Assurance

• Income Protection

• Competitive Demand




                      Business 310   48
    Oct 31 MANDATORY BENEFITS
•   Canada Pension Plan
•   Employment Insurance
•   Workers Compensation
•   Severance (in BC)




                    Business 310   49
   Oct 31 - Canada Pension Plan
• Canada Pension Plan
  – 4.95% / 4.95%
  – $46,500 maximum income
  – Age 60 or 65
  – Pension, Survivor Benefit, Disability Benefit




                        Business 310                50
                                Oct 31 - CPP
1. Retirement Pension (approx 25% of annual insurable income
As little as one valid contribution to the Plan creates entitlement to a Canada Pension Plan
     Retirement Pension available as early as age 60.
2. Survivor Benefits, which include:
Lump Sum Death Benefit to the estate of the contributor. Where there is no will or estate, it may
     be payable to the person(s) responsible for funeral costs, the survivor or the next of kin in
     that order;
Monthly Survivor's Benefit to the eligible spouse or common-law partner even if the survivor
     remarries;
Monthly benefit for children under age 18 or between 18 and 25 and in full-time attendance at a
     recognized institution.
3. Disability Benefits, which include:
Monthly Disability Benefit to eligible contributors;
Monthly Contributor's Child's Benefits to children under age 18 or between ages 18 and 25 and
     in full-time attendance at a recognized institution



                                            Business 310                                        51
   Oct 31 - Employment Insurance
• 1942 - EI fully in place
• 1971 – Legislation amended to extended to shortage of work
         sickness and pregnancy.
• 1984 - Legislation extended to pay benefits to adoptive
         parents
• 1987 - paternity benefits in special circumstances were
         introduced
• 1990 - Parental benefits replaced adoption and paternity
         benefits
• 1997 – Change from insured weeks to insured hours
• 2000 – Definition of spouse changed to include same sex
                           Business 310                        52
          Oct 31 - EI Premiums
• Employee Rate as of 01/01/2009 = 1.73% of
  insurable earnings.
• Employer Portion = 2.42%
• Annual maximum insurable earnings = $41,100
• Maximum annual premium for the year = $731.79.




                      Business 310                 53
        Oct 31 - WORKSAFE BC
• Benefit for Employer – cost certainty
• Benefit for Employee – no fault insurance and
  income protection
• Premium determined by industry sector
  accident history




                     Business 310                 54
     Oct 31 - Defined Benefit Plan
• Employee contribution matched in some proportion
  and invested by the company to generate a pay-out
  at time of retirement
• Formula driven: (yrs of service) X (fixed %) X (salary
  at time of retirement)
  (35 yrs) X (1.5%*) X (50,000) = $26,250
• Employer – investment gains/losses /life expectancy
• Employee – income certainty


                         Business 310                      55
   Oct 31 - Defined Contribution
• Employee contribution matched by employer
  and invested in third party fund
• Retirement income determined by value of
  fund at time of retirement
• Employer - cost certainty
• Employee - portability



                   Business 310               56
           Oct 31 - Cost Controls
•   Don’t offer it
•   Maximum benefit
•   Eligibility limits
•   Employee premium
•   Deductibles
•   Time frames
•   Education
•   Incentives / Penalties
                        Business 310   57
           Oct 31 - Case Analysis:
•   Identify the symptoms
•   Define the business issue(s)
•   Define the HR issue(s)
•   Define the Compensation issue(s)
•   Describe the perfect world (goal or vision)
•   Identify your options
•   Analyze the pros and cons
•   Present your conclusions
                        Business 310              58
Henderson Printing




       Business 310   59
          Nov 7 - Job Description
•   Header
•   Summary
•   Specific Responsibilities/Outputs/Outcomes
•   Dimensions
•   Organization Chart
•   Education/Certifications



                       Business 310              60
      Nov 7 - Compensable Factors
•   Skill
•   Effort
•   Responsibility
•   Working Conditions




                         Business 310   61
    Nov 7 - Specific Responsibilities
•   This position …
•   Achieves an output or outcome …
•   For clients or stakeholders …
•   By doing or taking the following actions




                        Business 310           62
 Nov 7 Ex. Specific Responsibilities:
• Meet the research needs of learners, Faculty and staff by
  coordinating schedules, work assignments, and providing
  alternative solutions to more complex questions as staff
  provide advice and guidance face to face or online,
  asynchronously or in real time;
• Coordinate Bankruptcy application processes by assisting
  clients with application procedures, developing application
  information packages for clients and staff; opening and
  monitoring case files, preparing application files for court
  hearings and processing Orders resulting from hearing
  proceedings


                             Business 310                        63
        Nov 7 - Example Summaries
• The Supervisor - Probate, Adoption and Bankruptcy assesses and
  processes Probate, Bankruptcy and Adoption applications, advises
  applicants and their agents of the proper administrative steps to process
  their applications, develops standardized administrative practices for
  Registry staff, and recommends related content as Policies and legislation
  change
• The Librarian increases the ability of learners, faculty and staff to
  effectively research, extract and attribute sources of information by
  coordinating the design and delivery of instruction for research skills. The
  Librarian also coordinates Access Services (staff recording, releasing and
  retrieving print and digital materials and managing access to print
  materials held in reserve collections.




                                   Business 310                              64
  Nov 7 - Job Evaluation Methods
• Whole Job Methods
  – Ranking or Paired Comparison
  – Classification /Grading
• Job Factor Methods
  – Factor Comparison (statistical)
  – Point Factor




                        Business 310   65
          Nov 7 - What You Need:
•   Job description for subject position
•   Organization chart
•   Job Evaluation Plan
•   Benchmark job descriptions
•   Knowledgeable Committee




                        Business 310       66
              Nov 14 - Pitfalls of
            Job Evaluation Design
• Inconsistent Construct Design
  –   Ambiguous Factor Definitions (pg 290)
  –   Inconsistent Factor Definitions (pg 290)
  –   Inconsistent Degree Statements (pg 291)
  –   Factor Overlaps (pg 291)
• Hierarchical Grounding




                            Business 310         67
    Nov 14 Pitfalls of Job Evaluation
• Gender Bias
• Different Job Families
• Stereotyping
• Ignoring factors common to female dominated
  jobs
• Insufficient range of degrees (pg 294)



                    Business 310            68
Nov 14 Point Factor Job Evaluation
•   Pay Equity
•   Factor Construction
•   Weighting
•   Benchmarks
•   Committees




                          Business 310   69
          Nov 21 – The Market
• Geographical Area
• Industry Competitors
• Define what you are comparing
  – (Apples to Apples)




                         Business 310   70
       Nov 21 - Market Pricing
• What is the market?
• What is the job?
• Where is the equity?




                     Business 310   71
   Nov 23 - Surveying the Market
• Informal means
  –   Tracking external candidates’ actual pay
  –   Immediate contacts
  –   Internet
  –   Newspaper or Internet job postings
• Formal
  –   Association or Industry Survey
  –   Government survey
  –   Consultant survey
  –   Your own survey
                             Business 310        72
           Nov 23 - The Market
The National Occupational Classification (NOC)
• Nationally accepted reference on occupations in
  Canada
• 30,000 job titles into 520 occupational groups
• Used to compile, analyze and communicate
  information about occupations
• Partnership with Statistics Canada according to 5-
  year Census cycles.


                         Business 310                  73
            Nov 21
NOC – Accounting & Related Clerks

•   Costing                    •      Accounts receivable
•   Ledger                     •      Invoice
•   Audit                      •      Deposit
•   Accounts payable           •      Tax
                               •      Freight-rate




                       Business 310                         74
                 Nov 21- NOC Titles
1212 Supervisors, Finance,
Insurance Clerks                     1431 Accounting and Related Clerks
• accounting supervisor              • senior accounting clerk
• supervisor, bookkeepers            • accounting assistant
  and accounting clerks              • accounting clerk
• supervisor, financial              • accounting machine
  accounting                           operator
• head, accounting section           • accounting and auditing
• accounting clerks supervisor         clerk
   1231 Bookkeepers                  • cost accounting clerk
• accounting bookkeeper              • revenue accounting clerk
• accounting technician
                             Business 310                             75
          Nov 23 - Limitations
• Questionable quality of job matches
• May omit important information
• Cannot surmise the compensation strategies
  of individual competitors
• Data may not align with all positions of the
  organization



                     Business 310                76
     Nov 21- Designing the Survey
• Define the job (benchmarks)
• Determine the market or frame of reference
• Prepare your survey tool (pg 320)
   – Face to face
   – Telephone
   – Paper or electronic
• Collect your data
• Analyze your findings
• Report out


                           Business 310        77
           Nov 21- Market Stats
•   Mean
•   Average
•   Median
•   Quartiles




                   Business 310   78
               Nov 21- Terms
•   Aging the data
•   Compa-ratio
•   Quartile
•   Mean
•   Simple average
•   Weighted mean or weighted average



                     Business 310       79
               Nov 21- Terms
•   Benchmark
•   Compression
•   Red circling
•   Reliability
•   Validity




                   Business 310   80
                 Nov 21- Quartiles
• Example 1
   – Data Set: 6, 47, 49, 15, 42, 41, 7, 39, 43, 40, 36
   – Ordered data set: 6, 7, 15, 36, 39, 40, 41, 42, 43, 47, 49
   – Q1= 15 Q2= 40 Q3 = 43
• Example 2
   – Ordered data set: 7, 15, 36, 39, 40, 41
   – Q1= 15 Q2= 37.5 Q3 = 40
• Example 3
   – Ordered data set: 1, 2, 3, 4
   – Q1= 1.5 Q2= 2.5 Q3 = 3.5

                              Business 310                        81
              Nov 21- Quartiles
• First quartile = lower quartile= cuts off lowest 25% of
  data = 25th percentile
• Second quartile = median = cuts data set in half =
  50th percentile
• Third quartile = upper quartile = cuts off highest 25%
  o data or lowest 75% = 75th percentile




                         Business 310                   82
Nov 21 - Implementing your Survey
             findings
• PEST Analysis
   – Political
   – Economic
   – Social
   – Technological
• Internal Equity
• Proximity factor
• Communication Plan




                       Business 310   83
           Nov 28 - Constraints
•   Product / Service
•   Financial Constraints
•   Labour Market
•   Management Strategy in place




                      Business 310   84
           Nov 28 - Constraints
•   Employment Standards Act
•   Labour Relations Act
•   Canada Labour Code
•   Workers Compensation Act
•   BC Human Rights Code
•   Tax Act



                     Business 310   85
  Nov 28 - Employment Standards
               Act
• Pay Days - at least semi monthly and within 8
  days of the end of he pay period
• Clothing - special clothing must be supplied,
  cleaned and maintained by the ER
• Meal Breaks – 30 minutes unpaid unless
  required to work or be available to work
• 40 hour week - 8 hour day or an average
  determined over 1, 2, 3 or 4 weeks

                     Business 310                 86
   Nov 28 - Employment Standards
                Act
• Vacation – 4% during the first 12 months and 6% after the
  fifth anniversary
• Overtime – 1.5 X after 8 hours and 2X after 12 hours
• Statutory Holiday Pay – 1.5X plus day off or pay in lieu
• Family Leave – up to 5 days unpaid
• Termination - one week's notice after 3 consecutive months of
  employment;
• (ii) 2 weeks' notice after 12 consecutive months of employment;
• (iii) 3 weeks' notice after 3 consecutive years of employment, plus one
  additional week for each additional year of employment, to a maximum of
  8 weeks' notice


                                 Business 310                          87
     Nov 28 – Labour Relations Act
• 18 If a collective agreement is not in force and a trade union is
  not certified as bargaining agent for a unit appropriate for
  collective bargaining, a trade union claiming to have as
  members in good standing not less than 45% of the
  employees in that unit may at any time, subject to the
  regulations, apply to the board to be certified for the unit.
• 24 (1) If the board receives an application for certification
  under this Part and the board is satisfied that on the date the
  board receives the application at least 45% of the employees
  in the unit are members in good standing of the trade union,
  the board must order that a representation vote be taken
  among the employees in that unit.
                              Business 310                       88
    Nov 28 - BC Human Rights Code
• Discrimination in wages
• 12 (1) An employer must not discriminate between
  employees by employing an employee of one sex for work at
  a rate of pay that is less than the rate of pay at which an
  employee of the other sex is employed by that employer for
  similar or substantially similar work.
• (2) For the purposes of subsection (1), the concept of skill,
  effort and responsibility must, subject to factors in respect of
  pay rates such as seniority systems, merit systems and
  systems that measure earnings by quantity or quality of
  production, be used to determine what is similar or
  substantially similar work.
                                Business 310                         89
           Dec 5 - Summary
• Course Highlights
• Chapter Review
• Return Assignment 2




                    Business 310   90

								
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