As was noted above in relation to job descriptions, advertisements for jobs should not include neutral requirements that may be discriminatory barriers and result in human rights complaints. Some ads may not mention a ground of the Code directly, but may unfairly prevent or discourage people from applying for a job. ![]() ![]() Job ads and postings should not contain statements, qualifications or references that relate either directly or indirectly to race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, record of offences, age, marital status, family status or disability. This is discussed in the section below – “Designing application forms” and Section IV-5 – “Interviewing and making hiring decisions.” a) Make sure that job ads and postings comply with the Code Section 23(2) of the Code sets out what questions employers can ask on application forms or other inquiries relating to prohibited grounds of discrimination. How to file, EEOC's charge handling process, remedies, etc.Under section 23(1) of the Code, the right to equal treatment in employment is infringed when a job posting or advertisement directly or indirectly classifies or indicates qualifications by a prohibited ground of discrimination. ![]() Is your employer covered? Are you protected? Because of this, we strongly urge you to read the following information to help determine your rights and what action you need to take. Also, there are strict time limits for filing a charge that you should be aware of. This can vary depending on the type of employer, the number of employees it has, and the type of discrimination alleged. Not all employers are covered by the laws we enforce, and not all employees are protected. Note: Federal employees and job applicants have similar protections, but a different complaint process. In addition, an individual, organization, or agency may file a charge on behalf of another person in order to protect the aggrieved person's identity. If you believe that you have been discriminated against at work, you can file a "Charge of Discrimination." All of the laws enforced by EEOC, except for the Equal Pay Act, require you to file a Charge of Discrimination with us before you can file a job discrimination lawsuit against your employer. Retaliation because you complained about job discrimination, or assisted with a job discrimination investigation or lawsuit.Denial of a reasonable workplace accommodation that you need because of your religious beliefs, disability, or pregnancy, childbirth, or related medical conditions.Harassment by managers, co-workers, or others in your workplace, because of your race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.Unfair treatment because of your race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.These laws protect you against employment discrimination when it involves: Equal Employment Opportunity Commission enforces Federal laws prohibiting employment discrimination.
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