Canadian Wage Law and Employee Relations
Incident 9-1
Incident 9-1 describes the mistakes made with the compensation administration with Reynolds Plastic Products. With respect to the compensation administration, a variety of laws are being violated. For example, the Canadian Human Rights Act describes how it is completely illegal to discriminate against employees based on sex, such as gaining or denying employment, or to limit the application of employment based on sex, as stated in sections seven and eight. However, the exact incident with regards to discrimination of sex at Reynolds Plastics has to do with section 11 of the human rights act, which dictates, "11. (1) It is a discriminatory practice for an employer to establish or maintain differences in wages between male and female employees employed in the same establishment who are performing work of equal value" (canlii.org). This is clearly being violated in the case described at Reynolds Plastics when it was stated that, "To make matters worse, two recently hired female machinists complained that they were paid less for the same work than their male colleagues" (canlii.org). This clearly demonstrates discrimination based on sex which implies an unfair workplace for women. Such practices point to the fact that this company is an inhospitable place for women to work, as it favors men, and sees no problem in denying women equal pay for the same amount of work.
These facts and implications are even more...
Goodyear which effectively denied employees the right to sue for wage discrimination after the passing of 180 days that "Justice Ruth Bader Ginsberg was so incensed she read her scathing dissent aloud from the bench. She defended Lilly Ledbetter's right to sue her employer, Goodyear Tire & Rubber Co., Inc. For pay discrimination on the basis of sex, giving a not-so-gentle reminder of the realities of the American workplace."
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