Job ads should comply with human rights legislation and should generally contain no statements, qualifications or references that directly or indirectly relate to protected grounds. Under accessibility legislation, employers must state that they will accommodate interested candidates with a disability during the hiring process.
One important difference under Québec law is the potential application of the Charter of the French Language. For instance, an employer cannot make knowledge of the English language a condition for obtaining employment, unless the nature of the job’s duties requires such knowledge. In general, employees who work in retail and interact with customers can be expected to have at least a basic knowledge of English in order to serve customers in either language. Further, written communications with employees, including notices, offers and employment forms, may have to be drafted in French.
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