MHR 523 Lecture Notes - Lecture 4: Occupational Segregation, Quid Pro Quo, Independent Contractor
4 Oct 2017
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All other employee (90% of canadian workers) Freedom of thought, belief, expression and opinion. Right to equal protection / bene t of the law without discrimination. Protected or prohibited grounds (after because of) cant be discriminated against. Effect of nullifying or impairing the right of person to various workplace opportunities. Discriminating with person ex. someone refusing to hire someone because of their race. These dress codes reinforce stereotypical and sexist notions about how women should look. May increase the risk of sexual harassment in the workplace (which is also a violation of occupational health and safety legislation) Based on business necessity (safe / ef cient operations) Origin: meiorin case (bc gov"t) an example of systemic or adverse effect discrimination ex. vision standards for a bus driver. In order to legally establish a discriminatory standard as bfor, an employer must show that: 1: the standard was adopted in good faith (ex. because it was believed to be.
