Running head: EMPLOYMENT LEGISLATION

Employment Legislation Name of Student Name of Establishment Class XXXX, Section XXXX, September 2012

EMPLOYMENT LEGISLATION Employment legislation Poisoned work environment is the atmosphere of discrimination among the employers, bad attitude between each others, when they find so-called victim to ridicule at for any reason. Obviously such atmosphere makes it impossible for the workers to complete their tasks effectively, as they cannot cooperate, discuss their challenges, problems and find the best solution in such not a healthy environment. Managers at Metro Toronto East detention Center should have taken actions to ensure Mike was not harassed, e.g. to carry special training for their stuff, to explain their rights and obligations before each other, to make sure that they understand the principle that their rights have borders which indicate the rights of other people, and that they cannot cross this border, which means that they are obliged to respect others rights to dignity and adequate treatment. Managers could have organized time-off for their stuff to create healthy environment at work, etc. To differentiate harassment and good natured teasing it is worth to speak with both sides to understand their motives and feelings. If the person feels he/she is harassed and asks to stop such behaviour, people who feel they are just teasing, would definitely stop it and not continue the same behaviour. Important problems regarding the enforcement of human rights legislation in this case are the following. The employer is responsible for equal treatment of the employees and must ensure the protection of their human rights, equal treatment and nondiscrimination. This means that the employer is responsible for the behaviour of the staff and do not have enough tools to guarantee healthy work environment and make employees to comply with the law. To overcome this problem I would suggest the

EMPLOYMENT LEGISLATION employers to try to regulate this issue while hiring the staff, when they are interested in getting work they must be obliged to respect others rights and do not discriminate others. The other problem is that there are not enough tools and guarantees to protect the victim from being discriminated, as not letting them to work is also the form of discrimination. I would suggest taking measures to the employers who cannot guarantee healthy environment and non-discrimination, as they are still obliged to do so, but do not have enough will for that, like training the staff, proving that they are interested in the staff who cannot work because of discrimination, etc.

EMPLOYMENT LEGISLATION

References John Pierce & Karen Joy Bentham. (2007). Canadian Industrial Relations (3rd ed.). Canada: Pearson Education.