Seniority and employment equity for women
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Seniority and employment equity for women

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Published by IRC Press, Industrial Relations Centre, Queen"s University at Kingston in Kingston, Ont. Canada .
Written in English

Subjects:

Places:

  • Canada.

Subjects:

  • Women -- Employment -- Law and legislation -- Canada.,
  • Seniority, Employee -- Law and legislation -- Canada.,
  • Sex discrimination in employment -- Law and legislation -- Canada.

Book details:

Edition Notes

Includes bibliographical references (p. [140]-154).

Other titlesSeniority & employment equity for women
StatementLouise Dulude.
Classifications
LC ClassificationsKE3256.W6 D85 1995
The Physical Object
Paginationxiii, 154 p. :
Number of Pages154
ID Numbers
Open LibraryOL620381M
ISBN 100888863950
LC Control Number96218957
OCLC/WorldCa34898459

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Seniority and employment equity for women. Authors: Dulude, Louise. Date: Abstract: Conflicts between seniority and employment equity became evident after the United States adopted laws in the s prohibiting discrimination in employment. Seniority rights sometimes slowed down or prevented the integration of Blacks and women in the. Seniority and employment equity for women / Author: Louisa Dulude. Publication info: Kingston, Ont.: Queen's University at Kingston, Industrial Relations Centre, opportunity, removal of employment barriers, and equality of result for women and minorities, through legal regulation. The Report also suggested that it may be necessary to require employers to implement affirmative action measures, such as goals and timetables, to enforce employment equity. According to Canada’s Employment Equity Act, the purpose of employment equity is to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability and, in the fulfilment of that goal, to correct the conditions of disadvantage in employment experienced by women.

  An employment equity report (EEA2), except for the Income Differential Statement (EEA4), submitted to the Department of Labour is a public document and must be assessible for all employees to view. A copy may be requested by the public by completing and submitting the EEA11 form to the Department of Labour, Employment Equity Registry. Seniority means that you’ve been at the job longer than most of your peers. It’s the ranking given to employees based on length of service and often is the marker by which promotions are measured. If your company has formal policies regarding seniority, you’ll likely be the first in line for perks as they arise.   Besides that, seniority is already baked into the process. An employee with three years on the job should be a better candidate for promotion than an employee with one year. The goal of a good employment equity law is to eliminate discriminatory barriers in employment systems, and to ensure appropriate representation for designated groups throughout the workplace. The Federal Employment Equity Act and the Federal Contractors Program have been in place at the federal level since

  Seniority is the length of time that an individual has served in a job or worked for an organization. Seniority can bring higher status, rank, or precedence to an employee who has served for a longer period of time. And it generally means employees with seniority earn more money than other employees doing the same (or very similar) work. Marginal note: Employment equity plan 10 (1) The employer shall prepare an employment equity plan that (a) specifies the positive policies and practices that are to be instituted by the employer in the short term for the hiring, training, promotion and retention of persons in designated groups and for the making of reasonable accommodations for those persons, to correct the underrepresentation. REALITY: Employment Equity and seniority share a common goal: to make sure that employment opportunities are fair, without favoritism or discrimination. Seniority rights acquired as a result of provisions in a collective agreement, or acquired as a result of established practices of an employer, are protected under the Employment Equity Act. Highlights. Working Paper. Gender dimensions of national employment policies: A 24 country study. 18 November The Working Paper is a joint undertaking of the Gender, Equality and Diversity Branch (GED) of the Working Conditions and Equality Department, and the Employment and Labour Markets Branch (EMPLAB) of the Employment Policy Department (EMPLOYMENT).