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Whether Suzie has committed discrimination against Barry Rule

   

Added on  2021-04-21

11 Pages1815 Words448 Views
Running head: EMPLOYMENT LAWEmployment LawName of the StudentName of the UniversityAuthor Note

1EMPLOYMENT LAWTable of ContentsCase study 1.....................................................................................................................................2Issue.............................................................................................................................................2Rule..............................................................................................................................................2Application..................................................................................................................................4Case Study 2....................................................................................................................................5Issue.............................................................................................................................................5Rule..............................................................................................................................................5Application..................................................................................................................................7Reference list...................................................................................................................................9

2EMPLOYMENT LAWCase study 1IssueWhether Suzie has committed discrimination against BarryRuleAccording to section 2 of the Canadian Human Rights Act [CHRA], employers areprohibited from discriminating against employees on 13 grounds stipulated under this provision(Barak 2016). The employers are obligated to accommodate employees in order to avoid suchdiscrimination to the extent such employers do not face undue hardships while exercising suchduty after considering the safety, cost and health of the employees as was ruled in Canada(Human Rights Commission) v Canada (Attorney General) [2015] 3 FCR 103, 2014 FCA 131. The grounds of discrimination stipulated under section 2 of the CHRA are enumeratedbelow:Religion;Race;Color;Age;Sexual discrimination;Sexual orientation;genetic characteristics;family status;Disability;

3EMPLOYMENT LAWConviction for an offence;In regards to disability, it refers to a mental or physical condition that is ongoing, permanentperiodic or continuous in nature. Such disability must significantly restrict or limit the ability ofthe individual to carry out certain important functions of life like employment. Disabilities maybe of physical nature such as need for a wheelchair or invisible disability such as behavioral,mental health or learning health issues (Adams 2016). The duty to accommodate aims at removing discriminating hindrances associated with the 13discriminatory grounds that are prohibited to the extent it causes undue hardship to the employer.The duty of the employer to accommodate the employees also arises from the problems relatedto the performance of the employees (Adams 2016). A supervisor or manager is obligated todetermine if any employee requires accommodation even if the employee has not asked for thesame. The following circumstances signify whether further investigation for accommodation isrequired to be made:Feedback from the co-workers about change in the behavioral conduct of the employee;Sudden changes in behavioral conduct; orUnusual poor work performance; Under any of the above circumstances, it is mandatory to establish that the employer haddiscussed about the change in the behavioral conduct with the employee and have offered himwith accommodation severally but the employee did not wish to continue with theaccommodation.

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