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.
Description of Legislation in Ontario and why they are good for the workplace
The first legislation I am going to be talking about is the Pay Equity Act. The act was passed in order to restore sex-based wage discrimination in Ontario workplaces. The Equity Act applies to all public sector employees and private. In general the act identifies the rate of pay by comparing payment to female job classes with those paid to male job classes of similar value. In non-unionized workplaces, employers are having the freedom to review the Pay Equity Plan and make recommendations in order to change it. An example of the Pay Equity Act would be if you have a female and male both working as a swampier for an oil field company. They both have the same job responsibilities and work the same hours. If the boss of the company where to pay the male more because he was stronger and in general male and pay the women less that would be a violation. The women would have the right to contact Human Resources and file a complaint against her boss, and get the same rate of pay prior to the male. The Pay equity act in my opinion is important in the workplace because it creates equality and minimizes stereotypes against women in the workplace. You never want to be in a business or visit one that has an awkward atmosphere related to sex-based discrimination. It makes a company look bad, and hurts too many individuals.
The Occupational Health and Safety Act of Ontario is a beneficial act in my opinion. The Act sets out duties and rights to all parties in the workplace to reassure safety precautions and met so no one gets hurt. The act also establishes procedures for dealing with workplace hazards and provides enforcement of the law. Even though employers and expected to practice and know the Health and Safety Act, it is there choice and responsibility to carry the Act out. In the workplace the employer has legal obligations which include, inform and supervise workers to protect health and safety, assist in medical emergency, be qualified through knowledge and training and know about any potential danger to health and safety in the workplace. Employees have a role in the Health and Safety Act to them has a role to wear any equipment, protective clothing required by the workplace, report any hazards that could harm employees, not remove any protective gear while working and not engage in any pranks that could harm individuals in the workplace. Weather it is an employer or an employee, they all have a reasonability from the Occupational Health and Safety...