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The Canada Labour Code (French: Code canadien du travail) is an Act of the Parliament of Canada to consolidate certain statutes respecting labour. The objective of the Code is to facilitate production by controlling strikes & lockouts , occupational safety and health , and some employment standards.
They also share a certification process (the details of which differ somewhat from province to province) through which unions are recognized by the state as having the support of a majority of workers in a narrowly defined workplace. One feature common to all provincial and federal labour laws is the "Rand Formula". This legal concept allows ...
Canadian values are the perceived commonly shared ethical and human values of Canadians. [3] Canadians generally exhibit pride in equality before the law, fairness, social justice, freedom, and respect for others; [4] while often making personal decisions based on self interests rather than a collective Canadian identity. [5]
The Employment Equity Act designates four groups as the beneficiaries of employment equity: [1]. Women; People with disabilities; Aboriginal peoples, a category consisting of Status Indians, Non-status Indians, Métis (people of mixed Indigenous-French ancestry in western Canada), and Inuit (the Indigenous people of the Arctic).
The Employment Standards Act, 2000 [1] (the Act) is an Act of the Legislative Assembly of Ontario. The Act regulates employment in the province of Ontario, including wages, maximum work hours, overtime, vacation, and leaves of absence. It differs from the Ontario Labour Relations Act, which regulates unionized labour in Ontario.
Additional work in this area is carried out by provincial and territorial labour departments and workers' compensation. CCOHS was created in 1978 by an Act of Parliament – Canadian Centre for Occupational Health and Safety Act S.C., 1977–78, c. 29. The act was based on the belief that all Canadians had "...a fundamental right to a healthy ...
Under the heading of "Equality Rights" this section states: 15. (1) Every individual is equal before and under the law and has the right to the equal protection and equal benefit of the law without discrimination and, in particular, without discrimination based on race, national or ethnic origin, colour, religion, sex, age or mental or physical disability.
Managers that want to encourage a respectful workplace must model the appropriate example. They should talk about what behaviours are encouraged. The managers must be willing to talk about problem behaviours. There should be safe ways to report problems, which could be anonymous, or independent people such as an ombudsman. [3]