"Fit to work" or "fitness to work" is a medical assessment done when an employer wishes to be sure an employee can safely do a specific job or task. Example: A school board has a permanent vice-principal position available as of September. The assessors tended to choose candidates with the same age, social class and life experience as they did. The right to equal treatment in employment because of sex prohibits pregnancy-related questions during a job interview. For example, an employer can ask questions relating to membership in a group experiencing hardship or disadvantage to determine if the person meets the provisions of a special program. Each person's needs are unique and must be considered individually. Answer briefly, but try to avoid yes/no answers.

Grounds of discrimination: definitions and scope of protection, 4. Example: A man hires a male live-in caregiver for his father who has severe disabilities. However, it may suffice for an employer to indicate that the accommodation process will be discussed following a conditional offer of employment. The medical condition may be made worse by the job (e.g., excessive physical exertion by an employee with a heart or lung disorder). Employers can refuse to hire someone based on pregnancy if they can show that this is reasonable, done in good faith and based on the nature of the job. The group may be able to do so, if it can show that this is a bona fide job requirement. CCOHS is not liable for any loss, claim, or demand arising directly or I applied online. As well, discrimination may be found when a qualified candidate is protected under the Code. If the exemption in subsection 24(1)(a) applies, the organization would be permitted to ask questions about an applicant’s creed or religion. Employers must make sure that only information about qualifications and job requirements is considered when making hiring decisions. This may be a violation of the Code, even if this information is not taken into account and the applicant is offered the job. Employers should ask questions to assess whether candidates have trade or professional qualifications without asking about Canadian experience or stating that Canadian experience is preferred. Even if a complainant is not the most qualified, discrimination may be found when he or she is given a discriminatory reason for the employer’s decision.

Example: A woman is denied access to a job normally held by men. The Code permits giving preference to persons based on their marital status, as long as marital status is a reasonable and bona fide requirement because of the nature of the job.

Learn how to enable cookies. If the person identifies disability-related needs as an issue in an interview, disability and accommodation measures related to the essential job duties can be discussed. How can we make our services more useful for you? I have a phone call. The employer does not review their qualifications in as much detail as other candidates. Ideally, the interview panel should reflect the diversity available in the organization. The following types of statements can be reasonably be interpreted as euphemisms for age, or indirect ways of making inappropriate age-related comments: Employers can ask if a person is legally entitled to work in Canada. Example: A hiring manager interviewing a female applicant starts off by casually discussing his family and asking if she has any children of her own. If so, then the exemption under subsection 24(1)(b) of the Code may apply. At Moving2Canada we’re committed to helping you succeed and find work in Canada.

Fit to work assessments are most often done to determine medical fitness after an illness or injury, but are sometimes done after employment has been offered, as requested by the employer, or as a condition of a job transfer. For example, a hiring panel may decide that all candidates can be prompted if their answers in an interview do not correspond to the question asked. It is good to speak slowly that gives her time to type. Copyright © 2008–2020, Glassdoor, Inc. "Glassdoor" and logo are registered trademarks of Glassdoor, Inc. java main method signature.

Racialized applicants and tribunals routinely find these types of questions to be discriminatory. MORE ABOUT >. At the interview stage, an employer can ask questions related to Code grounds to assess the applicant’s eligibility for a special program under section 14 of the Code.

I interviewed at Canada Revenue Agency in November 2015.

Questions about marital status are allowed if the employer is a religious, philanthropic, educational, fraternal or social organization that serves a particular group of persons such as single, divorced or other persons identified by their marital status. presence or absence of Canadian experience, landed immigrant status, permanent residency, naturalization or refugee status, affiliation with a particular “community” or where the applicant “comes from”, membership in organizations such as cultural or ethnic associations, Special service organizations that are religious, philanthropic, educational, fraternal or social may employ only people from certain racialized groups, if the organization serves mostly their interests.

At the interview stage, the employer may expand the scope of job-related questions, if needed, to learn the applicant's qualifications or ability to perform the essential duties with accommodation. Example: Recruiters for a social organization that mainly serves Aboriginal communities and seeks to hire an employment counsellor may prefer a person who is of Aboriginal ancestry.



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