MHR 523 Lecture Notes - Lecture 4: Canadian Human Rights Commission, Canadian Human Rights Act, Employment Equity (Canada)
20 Apr 2016
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The changing legal emphasis: from compliance to valuing diversity. 10 provincial and 1 federal (with includes the territories) The collective bargaining system is fragmented into 11 jurisdictions. Settled the question of which level of government has responsibility for labor relations. Each jurisdiction also has its own human rights, equity, and privacy legislation, and all. Employer: right to modify employee work terms for legitimate business needs. Employee: right to be protected from harmful business practices. Develop and administer programs to ensure compliance. Pursue their traditional roles of obtaining, maintaining, and retaining an optimal workforce. Three significant differences: a higher acceptance by canadians of government-mandated regulations for organizations, employment at will does not exist in canada, the primary responsibility for employment-related laws resides with the provinces and territories. Provincial/territorial employment laws apply to all other employers (90% of canadian. Provides equal employment opportunities for members of protected groups. Two layers of employment laws: federal law.
