While many employers in Canada understand that they have obligations under human rights legislation, they likely do not appreciate that they can also be liable if a consultant contracted to provide services on their behalf engages in discriminatory action. This is what occurred in Ontario in the recent case of Reiss v CCH Canadian Limited, 2013 HRTO 764.
I just read an interesting article discussing the concept of employment applications by video for recruitment purposes. It sounds like a good idea; could it be the way of the future?
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