Every person has the right to equal treatment in the workplace. These rights cover every aspect of the working environment, from the application process to training and transfers to the rate of pay.
Equal treatment also extends to conditions such as dismissal. Read on to learn about your rights as an employee. We’ll also look at what your employer must do to meet your needs. Then, you’ll be prepared to fight for your rights.
Discrimination in the Workplace
A recent study examined how marginalized groups are affected by workplace discrimination in Canada. The research focused on members of a number of marginalized groups, including women, people with disabilities, older workers, LGBT+ people, and immigrants.
The study found that these groups are more likely to face discrimination, with 17 percent of respondents reporting experiences of workplace discrimination. However, because of the depleting sample size, it is difficult to quantify the incremental effect of these groups.
The law protects employees from discrimination based on age, race, sex, gender, disability, or any other characteristic. Age discrimination is prohibited at all stages of an individual’s life.
For example, young employees may face a stereotype relating to youth and be viewed as expendable labor, while senior employees may face discrimination due to perceived limited abilities or diminished career potential.
Furthermore, race is a social construct, referring to physical characteristics, ethnicity, ancestry, and citizenship. Even the slightest comment or joke can be considered discrimination.
Duty to Accommodate
The duty to accommodate in the workplace is a legal requirement for employers. It prevents discrimination based on protected grounds, including sex, disability, or family status. The duty to accommodate does not apply to promotion or other forms of recognition.
However, if a worker’s disability is due to a physical or mental condition, an employer has a legal duty to adjust the workplace to accommodate their disability.
An employer’s duty to accommodate an employee is important for maintaining a harmonious workplace. While the duty to accommodate employees is most commonly associated with situations involving disabilities, it also applies to other factors, such as family status.
It is an employer’s duty to remove barriers posed by discrimination, including hiring, training, or promotion. It may involve providing additional resources and training, as well as communicating with third-party representatives who can help the employee. A reputable and experienced law firm such as Levitt LLP is the best resource to get protection from the issues arriving against employment law.
Remedies for Violations of Human Rights
While the Council of Europe has adopted several recommendations aimed at improving the rights of workers in the workplace, one of the most important is access to a legal remedy.
Article 13 of the European Convention on Human Rights protects the right to an effective remedy, while Article 47 of the European Union Charter of Fundamental Rights enshrines the right to legal aid. Consequently, an effective remedy for a human rights violation in the workplace must be a key priority for the EU.
The Human Rights Act 1998 introduced a number of measures to address these problems. One of these was the introduction of human rights law into general employment law.
Since then, employers are obliged to comply with this law. It does not matter whether they are private or public authorities; they cannot discriminate against workers based on their sexual orientation, gender, or disability.
The Convention also prohibits discrimination in the workplace based on sexual orientation. In addition to protecting workers’ rights at work, human rights also protect their private life. This means that discriminating against gay workers is in violation of their right to private life.
There are many laws that govern the relationship between an employer and an employee, and employers should be aware of them. Generally, federal employment laws set the minimum standards for regulation, while state employment laws may provide more specific details.