It does not, however, have jurisdiction to address a complaint made against one who is rude, insulting or insufferable but who is not in a position to force the complainant to endure
that conduct as a condition of his employment.
The sticking point at the BC Court of Appeal was its determination that the Code only applies to employment situations where the individual accused of conduct that violates the Code can «force the complainant to endure
that conduct as a condition of his employment.»
~ Insults inflicted upon employees in the workplace, even in the course of their employment, only fall under s. 13 of the Human Rights Code if the wrongdoer has sufficient employer - given power to impose the unwelcome
conduct as a condition of employment, or if the conduct is tolerated... [more]
~ Insults inflicted upon employees in the workplace, even in the course of their employment, only fall under s. 13 of the Human Rights Code if the wrongdoer has sufficient employer - given power to impose the unwelcome
conduct as a condition of employment, or if the conduct is tolerated by the employer.
Not exact matches
No person shall, on the basis
of race, color, religion, gender, age, marital status, disability, political or religious beliefs, national or ethnic origin, or sexual orientation be excluded from participation in, be denied the benefits
of, or be subjected to discrimination under any education program or activity, or in any
employment conditions or practices
conducted by this School, except
as provided by law.
Sexual harassment is defined
as unwelcome sexual advances, requests for sexual favors, and all other verbal or physical
conduct of a sexual nature that is made a
condition of employment, the basis
of an
employment decision or that contributes to a hostile working environment.
The employer refusing, by words or
conduct, to allow the employee to fulfill the
conditions of employment (such
as locking an employee out
of a building or removing support staff);
Unlawful treatment also comes in the form
of sexual harassment by the employer — whether it is direct sexual harassment aimed at the employee which is known
as quid pro quo harassment, or in the form
of general sexual
conduct by other employees which alters the
conditions of employment and renders the work environment hostile or abusive.
That approach, in my view, would have required consideration
of: (i) the high standard
of conduct expected
of [the plaintiff] given the responsibilities and trust attached to his senior management position; (ii) the essential
conditions (characterized
as «core values»)
of integrity and honesty in his
employment contract, including the requirement in the Code «to act in an honest and ethical manner at all times» (emphasis added); and (iii) his deliberate concealment
of his actions which he later acknowledged to have been wrong and unethical.
The Canada Labour Code defines sexual harassment
as «any
conduct, comment, gesture, or contact
of a sexual nature that is likely to cause offence or humiliation to any employee; or that might, on reasonable grounds, be perceived by that employee
as placing a
condition of a sexual nature on
employment or on any opportunity for training or promotion.»
Looking at the two different aspects
of sexual harassment
as defined by the Canada Labour Code, more than half
of working women in Canada (54 %) say they have experienced
conduct, comments, gestures or contact
of a sexual nature that caused them offence or humiliation, while three - in - ten (30 %) experienced
conduct, comments, gestures or contact
of a sexual nature that they perceived
as placing a
condition of a sexual nature on their
employment or on any opportunity they might have for training or promotion.
He also pointed to Freeman's argument that even the EEOC
conducts criminal background investigations
as a
condition of employment for all positions, and
conducts credit background checks on approximately 90 percent
of its positions.
New Directions for Youth (North Hollywood, CA) 2009 — 2011 Marriage and Family Therapy Intern •
Conducted initial interviews and assessments to develop treatment and recovery plans for program participants
as well
as involved family members • Obtained family, social, and
employment data along with medical and mental health treatment information for use in process • Served
as member
of multi-disciplinary team to review client cases, treatment approaches, clinical issues, participant progress and treatment recommendations • Integrate training and various applicable techniques into treatment plans designed to address mental, emotional and family disorders or
conditions • Prepared and maintained clinical case files for use in diagnostic evaluations and the monitoring
of progress • Coordinated all continuity
of care and other treatment - related services with probation officers, community service professionals and healthcare personnel