Discrimination based on an employee's family status has long been prohibited by human rights legislation in Canadian jurisdictions.
"Family status" is universally defined as the status of being in a parent-child relationship applying to both childcare and eldercare.
Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that aren't very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
In July 2007, the senior partner at ZRV sent an e-mail to Mr. The Tribunal found that the strict attendance policy requiring Mr.
Devaney to work at the office did have an adverse impact on him as a result of his status as a caregiver for his elderly mother.
Creative solutions may involve equipment changes, work station modifications, adjustments to work schedules, assistance in accessing the facility, and dozens of other possibilities, depending on the individual s particular limitations and needs.The Americans with Disabilities Act (ADA) protects any employee with a permanent, long-term or chronic disability in private and government organizations, labor unions and employment agencies against discrimination because of a disability.This protection extends to all work-related activities, from the job application process through termination, and includes working conditions and fringe benefits.Offered below are examples of accommodations that have been made for qualified workers with disabilities.These are samples only and are not necessarily the only possible solutions to the problems.