Fact Scenario: Sam was the Human Resources Manager at The City of Springfield. One of her clients...

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Fact Scenario: Sam was the Human Resources Manager at The City of Springfield. One of her clients Mark, the Manager of Facilities Management, approached her regarding an employee named Shyla. Mark is...

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Fact Scenario:

Sam was the Human Resources Manager at The City of Springfield. One of her clients Mark, the Manager of Facilities Management, approached her regarding an employee named Shyla. Mark is wondering about “letting go” Shyla. Shyla had signed a one year employment contract nearly 20 years ago. The contract stated that Shyla could be terminated with two weeks’ notice. The contract has never been modified or revisited. Shyla is now 68 years old. Sam complains that Shyla misses a great deal of work due to caring for his aging parents. You are also informed that Shyla made a complaint last month that there were unsafe working conditions.

Assignment Questions:

Explain the issues with the fact scenario. Consult and cite appropriate legislation.

1. Address any issues related to the employment contract. Is it still valid? Is the 2 weeks’ notice appropriate? If not, what would you advise? Are there any other areas of concern for the employer?

2. Are there any issues related to the Ontario Human Rights Code? Specifically address topics related to age discrimination and family status.

3. Should Sam provide any advice related to the unsafe working conditions? If so, what are the areas of concern?

Answered Same Day Dec 01, 2021

Moumita · Accepted Answer

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Answer to question No. 1
	In the given scenario, it can be seen that the employment contract was signed 20 years ago and it has been stated that the contract was one yearly contract and it was mentioned in the contract that the employee named Shyla could be terminated from the job with a two-week notice. Considering all the situations as a major part of this study it can be said that the employment contract that was signed in here is still not valid. As the contract was signed 20 years ago and only for one yearly basis contract so it can be said that, there is no more validation of this contract in the present circumstance. 
	There is no such rules and valid laws regarding the 2 weeks’ notice in case of the termination of any employee in any case of the consideration. The employer has the legal right to terminate any employee in any circumstance by providing a short notice (Berman, Bowman, West & Van Wart, 2019). In this case study here can be seen that there was a given consent that the employee Shyla will be given a notice 2 weeks’ her termination. As the company authority provided this it could have valid in the time of span of the contract year. However, it is clearly can be seen that the contract is no more valid in the current circumstance hence the 2 weeks’ notice is not appropriate in this scenario. In this case,

Fact Scenario: Sam was the Human Resources Manager at The City of Springfield. One of her clients Mark, the Manager of Facilities Management, approached her regarding an employee named Shyla. Mark is...

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