B.C. liquor store worker to get human rights hearing over family status discrimination (2024)

FAQs

What is the B.C. policy on discrimination? ›

We all have the right to be free from discrimination in employment and housing, when accessing services and in union membership and in publications. Under B.C.'s Human Rights Code, we are protected from discrimination on the basis of a number of grounds such as gender identity, race and disability.

✓ There is a connection between the way you have been treated (badly or denied a benefit) and a personal characteristic protected under the Code – such as your race, colour, religious belief, gender, mental or physical disability, or sexual orientation.

Mental disability

For example, it is discrimination to fire an employee based on a concern that they are at risk of developing a disability that might affect their abilities. Mental disability includes such conditions as a learning disorder, developmental disability, or illness such as depression or bipolar disorder.

In BC, political belief is only a protected ground in the areas of employment (s. 13) and in relation to unions and associations (s. 14). It is notably absent as a protected characteristic in the area of services customarily available to the public (s.

Equal Employment Opportunity Commission

The laws enforced by EEOC makes it unlawful for Federal agencies to discriminate against employees and job applicants on the bases of race, color, religion, sex, national origin, disability, or age.

With A State or Local Agency

Many states and local jurisdictions have their own anti-discrimination laws, and agencies responsible for enforcing those laws (Fair Employment Practices Agencies, or FEPAs). If you file a charge with a FEPA, it will automatically be "dual-filed" with EEOC if federal laws apply.

because of the Indigenous identity, race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, or age of that person or because that person has been convicted of a criminal or summary ...

"Undue hardship" is defined as an "action requiring significant difficulty or expense" when considered in light of a number of factors. These factors include the nature and cost of the accommodation in relation to the size, resources, nature, and structure of the employer's operation.

Is mental health a human rights violation? ›

People living with mental health conditions have the right to live and fully participate in their communities of choice. From denying someone an apartment to kicking kids out of schools, discrimination against people living with mental health conditions often occurs in areas like housing, employment, and education.

Examples of Mental Disability Discrimination

Assigning bad shifts or assignments. Making insulting jokes about the mental disability. Inconvenient scheduling. Not making reasonable accommodations for the mentally disabled employee. Offering only poor working conditions.

Section 008 — Discrimination in accommodation, service and facility. because of the race, colour, ancestry, place of origin, religion, marital status, family status, physical or mental disability, sex or sexual orientation of that person or class of persons.

Employers and others have a duty not to discriminate regarding employment. This includes a duty to take all reasonable steps to avoid a negative effect based on a ground of discrimination. This is called the duty to accommodate. Employers and others may have a defence under the Human Rights Code.

The Code protects all aspects of employment, including: • recruitment ads • interviews • hiring • working conditions • promotions and dismissals • benefits • wages Discrimination means treating someone badly or denying them a benefit based on a personal characteristic such as religion or disability.

These rights include: the right to know; the right to participate; and the right to refuse unsafe work. Display this poster throughout your workplace so your employees are aware of their rights that are in place to help them be healthy and safe at work.

Employers and others have a duty not to discriminate regarding employment. This includes a duty to take all reasonable steps to avoid a negative effect based on a ground of discrimination. This is called the duty to accommodate. Employers and others may have a defence under the Human Rights Code.

Discrimination is an action, policy, practice, or decision that has a negative effect on an individual or group and is related to certain personal characteristics such as race, age, disability, gender, religious beliefs, family status, or sexual orientation. The behaviour may or may not be intentional.

The Anti-Discrimination Policy emphasizes creating a safe and inclusive workplace by preventing discrimination based on protected characteristics. It details the behaviors considered discriminatory and the actions taken against such behaviors, ensuring fairness and equality for all employees.