• Research Paper on:
    Disability and Recruitment Discrimination and Canadian Employment Law

    Number of Pages: 5

     

    Summary of the research paper:

    In this paper consisting of five pages a case study involving the application of a blind prospective employee to a sales representative position is discussed within the context of the Meiorin decision and the Human Rights Acts interpretation of accommodation. Five sources are listed in the bibliography.

    Name of Research Paper File: TS14_TEsidlaw.rtf

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    Unformatted Sample Text from the Research Paper:
    can make her way around with the use of a guide dog the first aspect we should remember, is that whatever the rest of her case, she should be treated  with respect and consideration. To consider this the student needs to consider the laws and regulations that surround the accommodation or employment of anyone with a disability or many special  needs. In this instance we can look to the needs of the visually impaired and the way that this maybe interpreted in Canadian Law. There is a need for any  employer to make sure that they can accommodate people with special needs, these may be where an employee needs special consideration due to a visual impairment, or even special time  or a private place for prayers. In general terms, where a company has a practice that is found to be discriminatory, then it needs to be changed and the duty  to accommodate needs to be considered. This case gives us the chance to review the situation in the company generally. However, when it comes to the poison she has applied  for, we may also need to remember that there can be exceptions to this need to accommodate, only where there is a "bonafide occupation requirement" (BFOR). When we look at  the requirement of an employer to accommodate we need to consider both existing employees and the way it may be used to discriminate against potential employees. This supports the human  d rights acts in all of the territories, where there arte ten common grounds for the need of accommodations. The relevant section of the human rights legislation here will be  due to the " Physical\Mental handicap or disability". If the student consider the Employment Equity Act, then here we also see a need for the employment systems to be 

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