New graduates entering the work force need to know and understand their rights and employment contracts, and the responsibilities of their employer in ensuring that employment standards and laws are met. Young graduates such as myself need to know how as an employee we are protected and supported by the government’s Employment Standards Act (ESA) and how the changes proposed to the Act will affect and benefit both the worker and the employer in the workplace. The changes to the Act being considered will better reflect the realities of today’s workforce and will protect and support not just young people going into the work place in Ontario, but all workers specifically with the new changes to wages, dress code and uniforms and overtime. …show more content…
The old, or current, ESA has a minimum wage requirement, but it allows employers to pay students under 18 at a lower minimum wage than those over 18, and part-time and fulltime workers doing the same job do not have to be paid at the same rate. The new ESA changes propose that employees, regardless of age, have to be paid the same minimum wage as everyone else and part-time workers doing the same job as full time workers would have to be paid at the same rate. This change would bring Ontario in line with the rest of Canada, as Ontario is the only province still allowing differential wage practices. A recent article in the Toronto STAR (“Bosses who broke law haven’t learned their lesson, labour ministry blitz finds”, March 15, 2017) contained the following comment which highlights the current vulnerabilities and unfairness for workers due to the present range of exemptions allowed from the standards, which affect particularly new and young workers: “Critics have long called on the government to remove the existing array of exemptions and special rules that exclude some jobs from minimum standards, which they say leads to widespread confusion, complicates enforcement, and costs workers up to $45 million in potential earnings each week.” So, workers are currently losing a great deal of …show more content…
The current ESA does not make it clear whether a worker has to comply with such provisions, even when the requirements do not make sense or place the worker in an uncomfortable or demeaning situation, which has nothing to do with the functional aspects of the job. For example, some employers want men to wear jackets and ties at all times when the job really does not require this in order for the worker to perform the job successfully. Similarly, employers often require female wait-persons in bars and restaurants to wear sexualized uniforms to entice male customers to frequent their businesses. Proposed changes to the ESA would make it clear that a workplace dress code cannot violate a collective agreement’s provisions, the Ontario Human Rights Code or the rules under the Occupational Health and Safety Act; this will allow workers to have more voice in what to wear on the job, and reflects the changing attitude to dress in the workplace, as more work places are allowing for more casual dress, such as at Google, placing the focus on the work to be done and not what someone is wearing. The Ontario Human Rights Commission has recently published a “Dress Code Checklist for Employers” to enable them to maintain
If there is a substantial proof that Ms. Smith choice of dressing violated the company’s dress code than it can be built as a claim of harassment, else it is not relevant and cannot
...lley, W. H., Jennings, K. M., Wolters, R. S., & Mathis, R. L. (2012). Employment & Labor Relations. Mason, OH: Cengage Learning.
The Ontario Human Rights Commission (OHRC) is an acclaimed organization that prevents discrimination through educating and promoting human rights in Ontario (OHRC, About the Commission). Their goal is for each individual in Ontario be valued; so that everyone can participate and feel they are an important part to the community while being respected and treated with dignity. As well, they make sure each individual take responsibility for the rights of others, so human rights can be achieved by all (OHRC, About the Commission). OHRC accomplishes this through wide range of educational activities and partnership initiatives to promote code violations and advancement of human rights and reduce discrimination, to decrease the occurrence of formal human rights complaints (OHRC, Public Education). Their website provides the public with access to a wide array of information and educational resources. OHRC provides educational sessions to employers, unions, professional associations, community organizations and other groups who are partners with them to develop a culture of human rights (OHRC, Public Education). While decreasing the occurrence of formal human rights complaints, they maintain fair hiring and employment practices and also encourages diversity in the workforce and they do not tolerate any form of discrimination or harassment in the workforce. (OHRC, Employment) When the OHRC deliver services to the public they make sure to be responsive to the diversity of the population served, and stay fair to each person, and their right to be free from discrimination by keeping them informed always (OHRC, Our Commitment to Service). Section 30 of the Ontario Human Rights Code allows OHRC to prepare, approve and publish human rights policie...
Precarious employment, also known as precarious work, is a type of employment that is unstable, doesn't provide job security, may have high risk working conditions, often does not provide much in the way of benefits nor the option for workers to join a union, and typically provides low wages that usually are, on their own, insufficient to support a basic household. Precarious employment can include part-time, temporary, self-employment and contract work categories. In recent years during tougher economic conditions, this type of employment has become more and more common in some of Canada’s most populated major cities, such as Toronto and Hamilton, and it continues to be on the increase. Employers are taking advantage of this less expensive
In a study, Li writes, “Healthcare team performance may be hindered due to the different cultural backgrounds of the nurses” (2014, p. 316). A report mentions that the IENs have less confidence in providing culturally competent care to the patients of the different culture due to lack of understanding of health beliefs, values and behaviors of that culture (Lampley, 2008). For instance, in Philippines, most of the decisions are made by the doctors. Nurses just follow doctors’ order in decision making (Tregunno, et al., 2009). But in Canada nurses are required to be more assertive and actively involved in decision-making and have more responsibility and accountability regarding patient care. Further, Canada is a multicultural country and
Generally speaking, employers have the legal right to establish dress and grooming code for employees. Some companies requires formal business attire, some companies allow employees to dress down on “casual Fridays,” and others adopt a more relaxed dress code throughout the week. Some employers particularly in the retail sector, require employee to wear uniform’s bearing the company logos or to dress in particular types and colors of clothing associated with the stores. All of these are legal as long as they do not discriminate. A dress code might by discriminatory if it is treated employees differently based on a protected trait or if it has a disproportionate effect on members of a protected class.
In today’s society looking good is important, especially in the working environment. Every occupation has some sort of dress code for employees to follow. Dress codes can range from wearing suits to gym shorts depending on one’s occupation. Employers decide if the candidate is qualified for the job based on appearance, and then what you wear for the job based on the company’s dress code. The question is can one’s employer dictate what is appropriate dress outside of the job? Employers should only have a say of what one wears while representing the company.
Legislation in Ontario affects human resources. Some can be bad well others can be beneficial to the workplace. My paper will be focusing on the federal legislations in Ontario and how it is improving various non-unionized workplaces. At the end of my report I will be summarizing the concept of family status related to the 11 prohibited grounds in a case study regarding a single mom and how she almost lost her job with CN Rail.
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
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 decades through legislation, in order to eliminate discriminatory practices and actions within the workplace, and one would likely assume that racial discrimination within the workplace is largely a concern of the past. However, current research supports the argument that the level of which racial discrimination occurs today is increasing, and as such it persists to be a key problem in the current workplace of the nation. In the workplace, racial discrimination is often seen with regard to uneven access to jobs, unfair selection and promotion criteria (as well as access to the means in order to meet this criteria), and workplace harassment. This paper compares similar findings of two articles; the first, Racial inequality in employment in Canada, as was published in the Canadian Public Administration (CPA), and the second, What Are Immigrants’ Experiences of Discrimination in the Workplace?, published by the Toronto Immigrant Employment Data Initiative (TIEDI).
Also, if an employee is required by religious beliefs to wear a skirt, the manufacturing company could be required the female worker to wear pants. Ethos is used in this paper by appealing to authority and credibility when it uses the first amendment. Even though this article contains information other than dress codes in schools, it still provides a lot of reliable facts and statistics that could be very helpful in an academic research
According to a recent report by the Centers for Disease Control and Prevention (CDC) (2013), workplace violence epidemic in Canada is so concerning that health care professionals are at great risk for developing health problems and nurses may even leave the profession sooner than planned. Within this paper, I will explore the concept of workplace violence and the following three issues of negative impact of my psychological well-being, decreased self-esteem and a sense of powerlessness. In my paper, I will also provide a brief description of a clinical situation from my past nursing experience. I will also discuss the relevance of the topic as it relates to me personally and professionally. Then, I will identify, discuss and analyze three issues within the clinical situation and I will use theory to substantiate the points discussed. I will also discuss how my future practice may be influenced by my clinical situation and I will conclude based on what I have learned during the development of this paper.
This was created in 2002 to look after people in the work environment, the people are made to wear the right clothing for work to prevent them from any hazard at a workplace. This is very vital for my sports club because
The Equal Opportunity Agency of Employment, or EOAE, is an agency that holds the standards and regulations of other agencies to lawful, and societal standards in terms of equal employment opportunity. This organization gives the stamp of approval that an agency has met the standards of equal pay; gender rights, and ensures that the work environment is free of discrimination. This is in response to ongoing complaints about these issues within the workplace. Being a proprietary organization receiving federal funding monetary resources helps make agency standard checks consistent and annual. Incorporating feminist theories helps “emphasize interpersonal relationships and respect for each other’s right to be heard and contribute” (Kirst-Ashman,
Laws are in place for protection. Often one may look at rules and only think that it protects one side but in reality, laws exist to protect everyone involved. Whereas the initial viewing of a law seems to protect a particular demographic, the reality is that laws protect those who need to adhere to said laws as well. In the case of employees and employers as long as everyone follows the rules everyone benefits. The employers have happy employees and the employees can concentrate on work because in no way are they being violated.