Major Types Of Legislation In Canada

Since the British North America Act was adopted in 1867, Canada has been developing and writing up their own laws independently from other countries. Many people believe that, though our Canadian laws have come far from the days of the BNA act, they are still not up to par with the harshness of American laws. The advantage that Canadians have over Americans is that in Canada, there is only one criminal code for all Canadians whereas in the United States, every State has their own criminal codes which, unfortunately for the Americans, are not identical. Also, the United States and Canada each have a law that is fraught with the possibility that an injustice will be brought upon those whom these laws apply. In the United States, it is the

The Canada Labour Code is a comprehensive set of laws covering various labour issues such as industrial and union relations, employment standards, and workplace health and safety. The code however, only applies to industries that are under federal governmental jurisdiction – such as banks, airports, broadcasting, telecommunications, transportation, and navigation. Part II of the code identifies specific roles for employers and employees to recognize, resolve, and prevent any work-related hazards and safety issues. The code gives employees several rights to ensure their safety including the right to be informed of any foreseeable hazards, the right to correct any health and safety concerns,

Federal (Title VII) and State legislation prohibit intentional discrimination based on race, color, religion, sex, or national origin and prohibit both “disparate treatment” and “disparate impact” discrimination.

Canadian workplaces today seem to be a fairly diverse place, with a blend of many religions, ethnicities, and genders present. However, although people preach affirmative action and melting pots in current times, many inequality and power issues still abound. One strikingly noticeable example is gender discrimination. Women in the workforce face many challenges like smaller wages, harassment, male privilege in hiring or promotions, and lack of support when pregnant or raising children. One half of the planet is women, and it can be assumed the same for Canada, but they still face judgment at work because they lack the authority to dispute against big corporations or even their male supervisor. It cannot be argued that

To protect employees and employers; ensuring that their needs and rights, within the work place, are covered. They make sure everyone is treated equally and fairly, avoiding the risk of discrimination, both direct and indirect. This means making sure that everyone is given the same opportunities and freedom to develop within their work regardless of their race, sex and ability.

This provision is monumental in Canadian history as it is a step in treating everyone as equal and attempting to prevent discrimination from occurring. The movement towards equality and legal backing to anti-discrimination lead to the creation of the duty to accommodate faced by businesses, school, other public entities, etc. The goal of accommodation is to ensure a level playing field to allow everyone to have equal opportunity as well as to uphold human rights. The goal of section 15 of the Charter and each jurisdictions equality guarantee is to ‘promote substantive equality and not just formal equality.’ Substantive equality requires a person’s differences and historical disadvantages to be taken into account.

The immigrant act was established in the parlimement of Canada in 1976, the main focus was not to discriminate who should not be allowed into Canada act, however it gave power to individual provinces, so they set out their own immigration rules and regulations called “forbidden classes” to continue forbidden classes refers to people who may be seen as a burden to the general society, also only independent immigrants were asked to take part in the points system. The levels of government involved were provincial and federal the responsibility’s are divided between the two levels of governments, the federal government has exclusive jurisdiction over deciding how many immigrants are accepted into Canada and the provincial governments job is is

Every system needs checks and balances, and the legislative system is no exception. One house may have passed legislation too quickly, or certain concerned groups may feel they did not get a chance to be heard. That's why Canada's Constitution states that both the Senate and the House of Commons must approve bills separately in order for them to become law.

Futhermore, another sector mentioned in the Ontario Human Rights Code that set precedent to Canadian courts is racial discrimination. Racial discrimination was a social injustice towards people of colour, ethnicity, and religion in the workplace. At around the same time as the Female Employees Fair Remuneration Act (1951) came the social movement of Fair Employment Practices Act (1951). This was a social movement to reverse social discrimination in the workplace. Frager and Patrias (2001) proposed a rationale on the issue of not challenging racial discrimination in Canada in their article “This is our country, These Are Our Rights': Minorities and the Origins of Ontario's Human Rights Campaigns.” In this article, the authors examined

The Equality act 2010 provides a further effective legal framework for preventing discrimination. The act has brought together consistency in making the work place a fair environment. There are a lot of crucial

Racial discrimination in the workplace has been a persistent theme in Canada’s history as well as present-day times. The occurrence of actions and attitudes that impose a sense of one being less equal than another on the basis of one’s race in Canada’s workplace inhibits both our nation’s ability to move forward as well as strengthen unification within our country. The belief in a more egalitarian society, where one’s race and ethnic background have little to no impact on employees (or potential employees) standings within the job market, would seemingly be reinforced by the majority of Canadians, who consistently show support for Canada’s multicultural identity. Couple that with the noticeable strides Canada has made in the past several

Therefore we expect our employees to respect and abide by Canadian human rights legislation. We are recommending that you familiarize yourself

Equal Employment Opportunity (EEO) laws have helped shape the workforce today and they have greatly contributed to the introduction of diversity in the working environment. No longer are people rejected of employment based on their race, gender, age, or disability. The labor force has increased from 62 million people in 1950 to over 159 million people in the labor force today (Toolsi). The passing of the EEO laws proved to be a great advancement in the diversity of the workforce and treatment of employees, but it was a tremendous battle to get where we are today. Before the passing of these laws, unequal treatment was normal and discrimination was common among the majority of employers. This made acquiring employment difficult and caused many people to be unemployed. Three Equal Employment Opportunity laws that helped diminish these discriminatory practices were Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the American with Disabilities Act of 1990. For each law, I will describe what it enforces and explain the actions that happened in society and the workplace that made these laws necessary. I will discuss important political figures that contributed to the passing of these laws. Lastly, I will examine how each law has improved human resources and has led to better management of employees overall.

According to “Civil Rights Act of 1964", under Title 7, there is the nation’s prime civil rights legislation, which is Civil Right Act of 1964, and the act prohibits employers from any kinds of discrimination toward applicants on the basis of race, sex, religion, color, and national origin. The act basically protects all the citizens from workplace discrimination and prove that the citizens should have same equal rights regardless their race, sex, or religion. Especially, the act is important because it is a fundamental policy that keep citizens safe in the

As mentioned on the HRSDC's official website, its intentions are to develop such policies by which the Canadians are provided those opportunities that can polish their skills and talents so that they can live productive and quality lives. HRSDC offers a healthy work environment in which the