discriminatory hiring practices

Employer ordered to pay $120,000.00 for discriminatory hiring practices

October 18, 2019 Vey Willetts LLP Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Recruiting and Hiring, 0

The Human Rights Tribunal of Ontario has decided on a case concerning discriminatory hiring practices. In Haseeb v. Imperial Oil, Imperial Oil’s policy of requiring all project engineer job applicants to hold either Canadian citizenship or permanent residency in order to be eligible for employment.

discrimination on basis of citizenship, discriminatory hiring practices, employment law, Haseeb v Imperial Oil, Imperial Oil, permanence requirement, postgraduate work permit, residency status

Three popular articles this week on HRinfodesk

October 10, 2019 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Health and Safety, Human Resources, Payroll, Wages and Compensation, 0

The three popular articles this week on HRinfodesk deal with expected salary increases in 2020, worker reluctance to admit mental illness at work and discriminatory hiring practices.

depression, discrimination, discriminatory hiring practices, employment law, hiring practices, injury to dignity, Mental illness, salary increases

Slaw: Applicants excluded from hiring process when name identified with a racialized group

June 7, 2012 Yosie Saint-Cyr, LL.B. Managing Editor Human Resources, Human Rights, Recruiting and Hiring

A recent Human Rights Commission study measures the extent of discriminatory hiring practices existing in Quebec.

discrimination, discriminatory hiring practices, hiring process, job interview, Quebec, racialized group

How far can an employer go in imposing appearance-based requirements?

May 28, 2012 Alison J. Bird Employee Relations, Human Resources, Human Rights

In the employment setting, there is a constant tension between an employer’s desire to control its image and employees’ rights to be free from discrimination and to freely express themselves. While it is generally accepted that an employer may impose appearance-based requirements if it establishes a legitimate business reason for the rule, it seems hard to believe that an employer could justify refusing to hire a person based on their physical appearance. However,…

appearance, BFOR, bona fide occupational requirements, British Columbia Human Rights Tribunal, discrimination, discriminatory hiring practices, employment law, ethnicity, Freedome of expression, gender, human rights code, legitimate business reason, Physical appearance, stereotypical assumptions