Hrm782 Group Assignment 1

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Employment Equity For the purposes of employment laws, businesses either fall under federal or provincial/territorial legislation, but not both. Federal employment equity legislation applies to, among others, employers with at least 100 or more employees and certain employers that bid on certain federal government goods or services contracts. If the employer has a payroll in Ontario of at least $2.5 million, and the employee has given at least five years of service, the employee is also entitled to statutory severance pay of one week per year to a maximum of 26 weeks. In addition to legislation, the common law (judge-made law) automatically incorporates into every employment relationship (written or not) the concept of “reasonable notice…show more content…
http://mccagueborlack.com/uploads/articles/140/human_rights_code.pdf?1365545699 7.3 Cap on moral damages Section 53 (2), par. (e) of the Act currently sets a maximum of twenty thousand dollars (20 000$) on the damages that a Tribunal can award for “pain and suffering”. http://www.oaith.ca/assets/files/Publications/brief_canadian_human_rights.pdf While the fines for non-compliance are huge (up to $100,000 per day – see section 83 of AODA Reg 191/11) http://www.canadaemploymenthumanrightslaw.com/articles/discrimination/ Employment 23. (1) The right under section 5 to equal treatment with respect to employment is infringed where an invitation to apply for employment or an advertisement in connection with employment is published or displayed that directly or indirectly classifies or indicates qualifications by a prohibited ground of discrimination. R.S.O. 1990, c. H.19, s. 23 (1). Application for employment (2) The right under section 5 to equal treatment with respect to employment is infringed where a form of application for employment is used or a written or oral inquiry is made of an applicant that directly or indirectly classifies or indicates qualifications by a prohibited ground of discrimination. R.S.O. 1990, c. H.19, s. 23 (2). Questions at interview (3) Nothing in subsection (2) precludes the asking of questions at a personal employment interview concerning a prohibited ground of

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