The Employment Right Can Protect Employees From The Disability Situation

definition would be judging someone based on the color of one’s skin or religion. In Canada racism has

Immigration policies have been under fire for their racist under- or overtones. As Rees states, "Canadian immigration policy has historically always been determined by racial preferences." Institutionalized racism is a problem in Canada, in spite of the many official policies and programs designed to manufacture an equitable society. For example, Canada's Human Rights Commission and Employment Equity Act are both admirable but "Canada fails to fully implement" their guidelines (Song). Racial profiling is also a problem in the Canadian law enforcement and immigration sector. One study shows that Canadian residents who are African or black receive "harsher treatment" than white residents, and are also "overrepresented in police statistics of charges and arrests," (Ontario Council of Agencies Serving Immigrants).

Discrimination towards ethnic minority continues to find its way in our country. Unfortunately, the subject of racial profiling remains a part of Canada, as officers ignore individual behavior and instead, rely on race in police investigations. According to Katheryn Russell (as cited by Amy Hackney & Jack Glaser, 2013) racial profiling is defined as “The use of race or ethnicity by law enforcement officials as a basis for judgement of criminal suspicion” (Russell, 1998). Racial profiling within our country can be exposed through Canadian history, surveys and interviews from those treated unjustly. All of which stakeholders attempt to remedy for the victimization of the innocent.

The act of targeting or judging someone based on their race is called racial profiling and it is an issue especially in law enforcement. Racial profiling occurs more often than we know. It has been all over the news with several prevalent cases, but acts of racial profiling may occur almost every day. Police officers make arrests based on skin colour or information about that person that could indicate their heritage, mostly their names. Acts of racial profiling can be made subconsciously, the idea to prejudge someone based in their race already ingrained in one’s head without realizing, but in the court of law racial profiling is not legal. Under the Charter of Rights and Freedoms, Canadian citizens have the right to not be arbitrarily detained or imprisoned. When an accused is racially profiled, they are most likely being arbitrarily detained based on the colour of their skin.

In the eyes of many Canadians our country is viewed as a historically racially-inclusive society. This idea is false, and there is very limited evidence to support the contrary. Many events in Canada’s history have shows that it is guilty of promoting racial hierarchies and cultural insensitivities. Throughout Canada’s development there has always remained an emphasis on promoting the supremacy of the white race, and Anglo-Canadian culture.

Employment discrimination is probably the most quantifiable form of racism. Numerous Canadian studies show that although visible minorities as a whole have the highest level of educational attainment and relatively high occupational status compared to White Canadians, they have lower incomes, even controlling for all other factors.

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

Human Rights Legislation: This legislation forbids discrimination in both employment and the “provision of goods and services” across Canada. Section 8 of the

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

Employers operate disability management programs because it gives them a structured way to manage workplace costs associated with workplace illness and injury. Costs can be controlled through maintaining skilled workers and limiting absences to maintain a productive workforce. The program is also thought to “prevent workplace injury and illness and to accommodate workers in a manner that facilitates early and safe return to work.” (Management of Occupational Health and Safety, 2011, 329) I also feel that employers operate disability management programs as a way to keep themselves out of financial hardship and legal issues which could stem from a workplace injury or illness.

be protected by the A.D.A. this person must have a long standing record of this

Over the years, the workplace has experienced several instances of discrimination. In attempt to stop the discrimination, Title VII was passed. Although Title VII helped employers in terms of race, color, gender, religion and national origin, those who had disabilities continued to face the frustration of disability barriers in the workplace, given disability was not one of the listed protected classes. Employers abstained from hiring the disabled in fear of them not being able to perform at the same level as the other employees or the attitudes of such employees towards the disabled workers. Of course, there was some legal protection against discrimination: The Vocational Rehabilitation Act of 1973, but this law only applied to employees

Disability in Australia has progressively become a more recognised social issue in todays contemporary society. The perception and ideas of disability has transitioned from one of institutionalisation to one of extensive support, which has lead to the development of many disability policies within Australia that aims to holistically meet the needs of disabled individuals. The development of three central disability policies, The National Disability Insurance scheme, National Disability Strategy 2010-2020 and the National Disability Agreement 2012 has altered the services available to disabled citizens, how supports are implemented, the wellbeing of disabled individuals and societal attitudes towards disability. The policy area conns

The issue of employers’ and employees’ rights has always brought controversy in most companies. Some rights are expressly known like the right of employees to get paid after working for the agreed period of time among others. However, there are those things done by the employers that most employees feel are too private. Employees feel that some things done by the employers are an intrusion to their privacy. This paper will discuss issues on whether the employer has a right to review the employees’ email. It will look at both the employers and the employees’ perspective and what the law says about the issue.

There are minimum rights and entitlements set out in law, which apply to ALL employees, whether it is written in your employment agreement or not.  Your employment agreement cannot trade off or provide for less than these minimums.