MHR 523 Lecture Notes - Lecture 2: Job Performance, Reasonable Accommodation, Visible Minority

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Treating employees a certain way is not just a legal requirement, but is good business . Two sets of legislation: federal, provincial and territorial. Not individually assessing the unique merits, capacities, and circumstances of a person. Race, colour, place of origin, sex, gender, identity, age, family status, disability, etc. Intentional(direct) intentionally; employers set out deliberately to disadvantage an. *systemic(unintentional) unintentionally creating policies/practices of an individual e. g. paying women less than men organization have an effect excluding someone. E. g. word of mouth recruiting, inflated job requirements, informal mentorship programs, work events held off-site or after house, scheduling: basis of association, basis of presumption. Job qualifications that may be discriminatory due to business or safety reasons. Bona fide occupational requirement (bfor: standard is necessary for job performance, standard was adopted in good faith (believed to be necessary for job performance, any accommodations to change the standard would be either impossible or constitute undue hardship. Vision standards for bus drivers or pilots.

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