Difference between revisions of "BC Human Rights Code (6:III)"

BC Human Rights Code (6:III) (view source)

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 '''Exception:''' Discrimination in employment advertisements may be permitted if such limitations are based on “''bona fide'' occupational requirement(s)” as per the wording of s 11. There are also exceptions for non-profit organizations and employment equity programs (see Exemptions on 6-6).
-For case law on discrimination during the interview process, please refer to ''Khalil v Woori Education Group'', 2012 BCHRT 186 at para 29-45. Under s 13, an employer cannot refuse to employ someone on the basis of any of the prohibited grounds of discrimination unless there is a ''bona fide'' occupational requirement (see [[{{PAGENAME}}#6. Discrimination in Employment and the Duty to Accommodate | subsection 6: Discrimination in Employment and the Duty to Accommodate]]).
+For case law on discrimination during the interview process, please refer to ''Khalil v Woori Education Group'', 2012 BCHRT 186 at paras 29-45. Under s 13, an employer cannot refuse to employ someone on the basis of any of the prohibited grounds of discrimination unless there is a ''bona fide'' occupational requirement (see [[{{PAGENAME}}#6. Discrimination in Employment and the Duty to Accommodate | subsection 6: Discrimination in Employment and the Duty to Accommodate]]).
 === 5. Discrimination in Wages ===