Tag archives: hiring

Discrimination dans un processus d’embauche ou exigence professionnelle justifiée : la Cour d’appel rappelle les principes applicables

Au Québec, la Charte des droits et libertés de la personne[1] (la Charte) interdit notamment aux employeurs, dans le cadre de leurs processus d’embauche, d’exercer de la discrimination en se fondant sur le handicap des candidats.

Cette interdiction de discriminer dans l’embauche comporte toutefois une exception importante : l’exigence professionnelle justifiée. L’article 20 de la Charte stipule en effet qu’une distinction, exclusion ou préférence fondée sur les aptitudes ou qualités requises par un emploi est réputée non discriminatoire[2].

À ce titre, il est bien établi en jurisprudence qu’une telle exigence professionnelle, pour être réputée non discriminatoire, … Continue Reading

US: California: San Francisco employees laid off due to COVID-19 may have reemployment rights under new ordinance

On July 3, San Francisco’s new “Back to Work” emergency ordinance took effect, requiring employers to rehire certain employees laid off as a result of the COVID-19 pandemic when the employer seeks to fill the same position formerly held by the laid-off worker, or a substantially similar position. The ordinance will expire on September 2, 2020, but may continue if extended by the City of San Francisco.  For more information on the requirements of this new ordinance creating special reemployment rights, see our legal update, With San Francisco’s Back to Work Ordinance now in effect, employees laid-off due to COVID-19 Continue Reading

A lie in an employee’s resume may lead to a dismissal for gross misconduct

In any recruitment process, it is legitimate for employers to inquire as to the professional skills and experience of candidates for vacant positions.

In order to avoid any excess actions on the employers’ part, French employment law provides that the information requested from any candidate may only serve the purpose of assessing his/her ability to fill the position offered or his/her professional competence. French law also specifies that such information must have a direct and necessary link with the proposed position or with the assessment of the employee’s professional competence. Subject to such safeguards, the French labour code states that … Continue Reading

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