These reasonable accommodations may include reassigning non-essential work duties, flexible work schedules, physical alterations of facilities, training or technical aids. The key factors in accommodating people with disabilities are flexibility and an emphasis on individual needs. An employer may refuse to hire anyone whose disability prevents them from carrying out the essential components of the job. But if an employer denies a person employment or treats that person differently in any fashion due to a disability, the burden is on the employer to prove that the job requirements were reasonable and the decision was not founded upon assumptions or stereotypes regarding people with disabilities. Home Page All Pages Top of This Page Sexual Harassment Employees have the right to work in an environment that is free from discrimination.
Sexual harassment is sex discrimination.
The Supreme Court of Canada describes sexual harassment in the workplace as an abuse of power. Sexual harassment is unwelcome comment or conduct of a sexual nature that may lead to adverse job-related consequences for the person who is being harassed. Sexual harassment includes, but is not limited to, unwanted physical contact, sexual advances, requests for sexual favours, suggestive or offensive comments or gestures emphasizing sexuality, sexual identity or sexual orientation. Employers have a legal obligation to stop and prevent sexual harassment in the workplace. Managers and supervisors represent the employer in the workplace and carry this legal responsibility.