complying with human rights laws: what first nations employers need to know
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Landon Young & Jeffrey Murray Stringer LLP Management Lawyers 110 Yonge St. Suite 1100 Toronto, Ontario 416-862-1616 www.stringerllp.com. COMPLYING WITH HUMAN RIGHTS LAWS: WHAT FIRST NATIONS EMPLOYERS NEED TO KNOW. Human Rights Legislation. Federal: Canadian Human Rights Act (CHRA) - PowerPoint PPT PresentationTRANSCRIPT
COMPLYING WITH HUMAN RIGHTS LAWS: WHAT FIRST NATIONS EMPLOYERS NEED TO KNOW
Landon Young & Jeffrey MurrayStringer LLP Management Lawyers
110 Yonge St. Suite 1100Toronto, Ontario
416-862-1616www.stringerllp.com
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Human Rights Legislation
Federal: Canadian Human Rights Act (CHRA)Provincial: Ontario Human Rights CodeLegal principles are similar although
enforcement mechanisms vary
CHRA Interpretive Provision1.2 In relation to a complaint made under the Canadian Human Rights Act against a First Nation government, including a band council, tribal council or governing authority operating or administering programs and services under the Indian Act, this Act shall be interpreted and applied in a manner that gives due regard to First Nations legal traditions and customary laws, particularly the balancing of individual rights and interests against collective rights and interests.
CRHC Aboriginal Employment Preferences Policy
Employers may have preferential hiring and employment practices for Aboriginal individuals
S. 16 of the CHRA exemption for discriminatory practices designed to prevent disadvantages that are likely to be suffered by a group of individuals
Prohibited Grounds of Discrimination (Federal)
Race Sex Marital Status Citizenship Disability Family Status Colour National or Ethnic origin
Religion Sexual orientation Conviction for pardoned
criminal offence or where record suspension ordered
Ancestry Age
Indirect or “Adverse Effect” Discrimination
Workplace rules or procedures may be contrary to human rights legislation if they have a discriminatory effect
Particularly common areas of such discrimination include age, gender, disability, religion, family status
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Indirect or “Adverse Effect” Discrimination – The “BFOR”
Exemption A rule or requirement that has a discriminatory
effect may be permitted if the requirement is reasonable and “bona fide” (sometimes referred to as a “BFOR”)
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Examples of Workplace Practices With Discriminatory
EffectsMandatory attendance policyPhysical requirements for a job that are not
reasonableRandom drug or alcohol testingPreferential hiring, promotion or retention of
younger employees
Disabilities
May be illness or injuryMay be physical or mentalMay be work related or notDisabilities may include partial or temporary
disabilities or impairmentsDiscrimination because of a perceived
disability is prohibited even if the employee is not actually disabled
Accommodation of Disabled Employees
Employers have a duty to accommodate disabled employees to the point of “undue hardship”
Employer can still require that disabled employees be able to perform the essential duties of a job
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Accommodation of Disabled Employees
Accommodation is a two-way street: the employee must cooperate with the employer’s efforts to accommodate
The employer is entitled to relevant medical information to determine if it can accommodate the employee
Employees who are away from work for a considerable period of time with no reasonable prospect of return may be terminated
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Attendance Management and Disabled Employees
Employees with disabilities are protected from discipline or termination due to absenteeism as a result of a disability
Employer may terminate if the employee’s absenteeism creates an undue hardship
Attendance Management and Disabled Employees
First Step: Distinguish between “culpable” and “non-culpable” absenteeism
Culpable absenteeism can be grounds for discipline and, if persistent, termination
If the absence is due to the disability => non-culpable
Terminating Disabled Employees
Ensure all reasonable efforts to accommodate have been made
Document efforts at accommodationFor employees on an extended long term
disability leave make sure to obtain medical information first to confirm there is no reasonable prospect of return to work in the foreseeable future
Drug & Alcohol Addictions
Drug and alcohol addictions are considered a “disability”
Legitimate employee addictions must be accommodated to the point of “undue hardship” like other disabilities
Drug testing generally considered discriminatory on the basis of disability
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Family Status
There is a growing body of caselaw imposing duties on employers to accommodate employees with special family responsibilities
Precise scope and extent of the duty depends on the circumstances
Examples of potentially required accommodation include flex hours, reduced hours and leaves of absence
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Canada v. Johnstone
Employee was working rotating shiftsEmployee asked for accommodation in shifts due
to child care responsibilitiesEmployee had to reduce hours to part-time statusChild care duties covered by “family status”Employer violated the Act Employer should have attempted to
accommodate
HarassmentHarassment based on a prohibited ground of
discrimination is prohibitedEmployers may be liable for harassment
committed by managers or supervisorsEmployers have a duty to provide a
harassment free workplace
Sexual HarassmentMeans any harassment of a sexual natureMay include the following:
• Jokes of a sexual nature• Unwanted compliments regarding appearance• Repeated, unwanted asking out on dates or for
social meetings• Sharing personal, intimate details• Distributing obscene pictures or videos to co-
workers
Responding to Allegations of Harassment or Discrimination
Ask for complaint to be put in writingConduct an investigation
• Interview potential witnesses• Take statements• Preserve any electronic evidence (e-mails, text
messages, etc.)• Avoid making conclusions based on hearsay or
rumours
Responding to Allegations of Harassment or Discrimination
If complaint is substantiated options may include: CounselingDisciplinary action (warning, suspension)DemotionTermination
Human Rights Enforcement Process (Federal)
1. Complaint to the Canadian Human Rights Commission
• Mediation • Investigation• May dismiss complaint or refer to the Tribunal
2. Canadian Human Rights Tribunal• Formal hearing and/or mediation• Decision and, if complaint substantiated,
remedial orders
Tribunal’s Remedial Powers
Order adoption of a special plan or programReinstate employeeAward for lost wages and compensation for
loss of jobAward for pain and suffering (max. $20,000)