The Colombian legislation guarantees the equality within the employment environment, regardless of the gender. However, due to the role of women in society and at home, the reality shows that discrimination still occurs in the companies.
There are several mechanisms to fight against the discrimination of gender.
For instance, women have the possibility of filing
French employment law allows employers and employees to agree on the termination of the employment contract by mutual consent. Such termination must be formalized through the implementation of a “rupture conventionnelle homologuée” (“RCH”) which requires adherence to a formal procedure including, among other things, the requirement to obtain approval from the Labour administration.
Discrimination based on an employee’s gender is a sensitive topic in France as, in spite of the numerous laws voted with the intention of tackling this issue, the national institute of statistics and information about economy recently disclosed that the global gap in average remuneration between men and women was still approximately 19% in 2013,
Office Halloween parties and costume contests are a fun way to celebrate this time of year. However, offensive costumes will ruin the fun and, more importantly, could even result in a human rights complaint, the consequences of which are likely to haunt an employer long after October 31st.
In Ontario, the Human Rights
Although discrimination on grounds of gender – or sex – regarding pay and other contractual terms of employment was first made unlawful in Great Britain in 1970 under the Equal Pay Act, sex discrimination in respect of all aspects of the employment relationship was first made unlawful in 1975. The current law on sex discrimination
The Quebec Charter of Human Rights and Freedoms (Quebec Charter) provides the right not to be discriminated against on the grounds of sex. In the employment context, this protection has a wide scope that extends notably, but without limitation, to hiring, to the conditions of employment and to dismissal.
The Supreme Court of Canada (SCC)
This article was written by Lara Kerbelker, an associate at Norton Rose Fulbright South Africa
On 6 October 2015, the Labour Court handed down judgment in SACCAWU v Sun International, which clarified the use of replacement labour during a lockout. The Labour Court found that an employer’s right to use replacement labour during a
The Ontario Ministry of Labour (“MOL”) recently announced that it is undertaking an enforcement blitz focusing on unpaid internships. Between now and December 31, 2015, employment standards officers from the MOL will be visiting workplaces that have internship programs to ensure compliance with the Employment Standards Act, 2000 (“ESA” or “the Act”).
In
This article was written by Jonathan Jones, a directors at Norton Rose Fulbright South Africa
The Labour Appeal Court has confirmed that even if an employee has consented after an enquiry to a demotion as an alternative to dismissal, the demotion may still be unfair.
A perception exists that when an employer and employee have
On November 30th, 2015, the U.S. Supreme Court will hear oral arguments in the case of Green v. Donahoe, 760 F.3d 1135, 1137 (10th Cir. 2014) regarding the timeliness of an Equal Employment Opportunity Commission (“EEO”) complaint alleging constructive discharge under Title VII. Currently five circuits have held that the filing period begins when