Question

Question 6 The Code allows discrimination to take place in certain the circumstances. Locate and explain these exceptions (Hint - Start by reviewing the code beginning with the table of contents). Question 7 What protection does the Code provide to those Employees who file a complaint against their Employer? (Hint - Start by reviewing the Code, beginning with the table of contents) Question 8 Section 13 speaks to a bona fide occupational requirement (BFOR). Explain how a bona fide occupational requirement is established. Include the 3-part test set out by the Supreme Court of Canada. Canton

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Answer 1

(6) A person's experience of discrimination is a often linked to the compounding effects of multiple greounde. Based on theire unique combination of identities, people may be exposed to particular foreme of discrimination and may experience significant personal pain and social harm that come from such acte of discrimination. Fore example a Jewien lesbian with a child and gaine sex spocese can be seen as a mother of a child ore a rewith woman and would be protected under the grounds of marital states, family states, creed and social: orientation de leibians that woman and here spoue may be exposed to forems of dix crimination that other Jewish wonen with children are not. The right to equal treatment with respect to employment, protecte persone in all aspecte of employment, including applying fore a job, re cruitment, training, transferes, promotions, terems of apprenticeship dieminals, lagoffe and terminations. It allo cover rate of pay, codes of conduct, overtime, hours of work, how holudays, benefits, Shift work performance era- Iwations and discipline. A fundamental starting point for complying with the code in relation to all of there is to have a workplace relting where human rights are respected and applied. The part of human rights a woon lete out key principles and belt preactices relating to the human rights reve that most commonly arin in the employment cycle.

KI If you're employer takes action agained you because you have filed application, a human right you can felle an additional claim against your employer to protect yourself. This is called a repreisal claim and it will be dealt with as part of your human reignte application. Sometimes ith hard to tell wheather your employer x retaliating against you fore example if you complain youre Supere vekore's harralling Conduct, hot attitude and demeanor ma change, but if the change meant he! aets more preo fellionally towarde you that ain't Retaliation even rf he unit cu friendly as he once war only changes that have an adverve effect on youre employment are retaliatory on the other hand if something cleary negative happens choretly after you make a complaint, you'll have good reason to be supicious for example, you might have a care if you boll fired, you fore not being a team player a week after you Complained to management about hom rexually harreauing you. It may come in the forem of an unexpected and unfair poore per to remance review, the boll micromanaging everything you do ure ludderen exclusion from &taff meetings on a preotect you've been working on.

An employee rl entitled to a certain amount of notice when their employment in tcreminated without cause Tereminating an employee witho Just caur can be complex. Emplogens choued he Careful in making determinations about the amount of notice preovided to a terminated emplogee in order to aroid claime fore woungful dieminal. An employer that decides to terminate the employment relationship must keep the statutory minimum notice requirements under the employment standande Act in mind, al well as the common lawo notice requirements. It an important fore employers to recognize that the period out common law notice which an employee may be entitled to can be varied by forming a Contre act of employment with the employee when hired. Employees to to provide len notice than the employee would receive at Common law but should keer met that the amount of notice provided cannot be less than the amount that the employee entitled to under the BC employment standarde Act.