Human Rights Tribunal Procedures in Alberta

A company's policy that requires all employees to be fluent in a specific language is always discriminatory.

An employer can legally refuse to hire someone based on their ancestry if they believe it could lead to workplace conflicts.

Refusing to hire someone because their partner has a disability is a violation of human rights based on the protected ground of 'association'.

A company can claim 'undue hardship' as a justification for refusing to hire someone whose partner has a disability.

The 'bona fide occupational requirement' exception allows companies to disregard a protected ground if it's a common industry standard.

A company policy that requires all employees to be fluent in a specific language is discriminatory if it doesn't apply to all employees.

An employee can sue their employer for 'wage theft' if they are paid less than the minimum wage.

Employers are required to pay a fine to the Human Rights Commission if they fail to hire someone because of their ancestry.

The 'applications and advertisements re employment' section explicitly prohibits discrimination based on marital status.

The 'bona fide occupational requirement' allows employers to discriminate based on any factor they deem essential for the job.

The Alberta Human Rights Act directly lists 'political affiliation' as a protected ground.

An employer refusing to hire a cook with a nut allergy for a position requiring nut preparation is an example of undue hardship.

A construction company preferring men for physical labor roles due to perceived strength is an example of a 'bona fide occupational requirement'.

The 'applications and advertisements re employment' section aims to ensure fair and equal opportunities in employment.

Asking an applicant about their experience working with people from diverse backgrounds is prohibited by the 'applications and advertisements re employment' section.

The 'applications and advertisements re employment' section only applies to employers and not to employment agencies.

The 'bona fide occupational requirement' provision protects employers from any legal repercussions related to their employment decisions.

A retail store with a minimum age requirement of 18 years old for all employees is an example of a 'bona fide occupational requirement.'

A company can refuse to hire someone solely based on their age if they believe younger employees are more adaptable to new technologies.

The Alberta Human Rights Act prohibits discrimination based on political beliefs.

If an employer can demonstrate that a specific requirement is necessary for the performance of a job, even if it discriminates against a protected group, it is considered a bona fide occupational requirement.

An employer is required to accommodate an employee's religious beliefs even if it causes undue hardship.

Discrimination based on gender identity is a violation of the Alberta Human Rights Act.

An employer can place an advertisement for a job that specifically states "Must be a female between the ages of 25 and 35."

A company can refuse to hire an applicant because they are over 50 years old if they believe younger employees are more adaptable to new technologies.

An employer terminating an employee's employment based on their perceived sexual orientation is a violation of the Alberta Human Rights Act.

A company can refuse to hire an applicant because they are a single parent.

A human rights tribunal can hold a hearing without the person against whom the complaint was made present, if they have been properly notified.

Marital status is considered a protected ground under the Alberta Human Rights Act.

An employer's 'undue hardship' claim related to hiring is based solely on economic factors.

An employer can legally refuse to hire someone if their disability prevents them from meeting a job requirement, even if it could be reasonably accommodated.

If a company claims 'undue hardship' to justify not hiring someone, the burden of proof to demonstrate this rests with the company.

A company can legally refuse to hire someone based on their religious beliefs if they believe it could lead to workplace conflicts.

An employer can argue that requiring someone to work weekends is a 'bona fide occupational requirement' and therefore a justifiable reason to deny someone with a disability a job.

The 'bona fide occupational requirement' allows an employer to discriminate based on any characteristic that is not a protected ground.

Requiring a background check for membership in an organization is explicitly prohibited under the Alberta Human Rights Act.

The Alberta Human Rights Act allows for human rights tribunals to order employers to provide lost wages to individuals who have been discriminated against.

A school board can legally refuse to hire a teacher based on their religious beliefs, regardless of their qualifications.

An employer is not obligated to offer an accommodation for a disability if it would significantly hinder their ability to operate their business.

If a landlord refuses to rent to a single mother because she has children, they are violating the Alberta Human Rights Act.

A store owner can legally refuse service to a customer based on their race, as they are operating a private business.

The principles outlined in the Alberta Human Rights Act can be applied to any law in the province.

An employer can legally refuse to hire someone based on the assumption that their cultural background might lead to conflicts with existing employees.

If a company can demonstrate that a particular requirement is necessary for job performance, even if it affects a protected group, it is automatically considered a 'bona fide occupational requirement' and justifies discrimination.

An employer can use 'undue hardship' as a justification for refusing to hire an applicant, solely based on potential economic strain caused by their partner's disability.

The 'bona fide occupational requirement' exception can be used to justify discrimination based on any characteristic, as long as it is considered 'essential' to the job.

An employer is obligated to provide accommodations for an employee's religious beliefs, regardless of the economic or operational burden it may cause.

'Undue hardship' can only be claimed based on economic factors, when accommodating a person's disability would be too costly for the business.

An employer can legally refuse to hire someone based on their marital status, even if the job is unrelated to family circumstances.

If an employer claims 'undue hardship' to justify not hiring someone, the burden of proof lies with the applicant to demonstrate that accommodation is possible.

A human rights tribunal can proceed with a hearing without the presence of the person against whom the complaint was made if they admit to the allegations.

An employer can refuse to hire someone based solely on a strong business case that prioritizes economic interests.

A human rights tribunal can order a person against whom the complaint was made to compensate the complainant for financial hardship caused by the complaint.

The age of the person against whom the complaint was made is not typically considered when deciding whether to hold a hearing in private.

Employers are allowed to make hiring decisions based on the severity of an alleged contravention of human rights.

Place of Origin is explicitly mentioned as a protected ground under the Alberta Human Rights Act.

Asking an applicant about their marital status is prohibited by the applications and advertisements re employment section.

The Human Rights Act promotes fair employment opportunities by regulating advertising practices of employment agencies.

The bona fide occupational requirement is a provision that allows employers to discriminate based on factors deemed essential for a job.

A company may use a 'bona fide occupational requirement' to justify not hiring someone with a severe disability if it impacts job performance.

Employers are always obligated to accommodate employees' disabilities, regardless of the impact on their business operations.

Political Affiliation is directly stated as a protected ground under the Alberta Human Rights Act.

Employers can preferentially hire men for physical labor roles based on perceived physical strength without it being considered discrimination.

An employer can refuse to hire applicants based on religious beliefs if they believe it could disrupt workplace harmony.

An employer can deny job accommodation for a disability if the job requires specific work hours.

The Alberta Human Rights Act prohibits an organization from expelling a member based on their race.

A company must provide reasonable accommodation for a disability, regardless of the job requirements.

Requiring a background check before granting membership in an organization is prohibited by the Alberta Human Rights Act.

A human rights tribunal can order an employer to re-evaluate their hiring decision based on a discriminatory practice.

Discrimination based on marital status is a violation of the Alberta Human Rights Act.

An employer can refuse to hire someone solely based on their perceived sexual orientation.

To demonstrate undue hardship, an employer must prove that accommodating an employee would create significant difficulty or expense.

An employer can legally require that all employees pass a medical examination that is not relevant to their job function.

The Alberta Human Rights Act allows for discrimination based on religion in educational hiring practices.

An organization can legally deny benefits to individuals who are under 55 years of age based on age-related provisions.

An applicant can be refused employment based on their perceived religious beliefs if there is a genuine occupational requirement related to those beliefs.

Discrimination based on gender identity does not violate the principles outlined in the Alberta Human Rights Act.

A job advertisement that specifies 'Must be a female' is not necessarily a violation if the requirement is essential for the job.

A company can refuse to hire someone solely based on their sexual orientation without violating the Alberta Human Rights Act.

An employer can dismiss an employee if they believe that the employee's family status interferes with their job performance.

Prohibiting access to a public service due to perceived gender expression is a violation of human rights.

An employer can cite 'undue hardship' to justify refusing to hire someone whose religion requires specific work hours.

A company can require applicants to be of a certain political belief to ensure team cohesion without violating the Alberta Human Rights Act.

An organization can legally terminate an employee if they believe their gender identity creates discomfort among other employees.

The 'applications and advertisements re employment' section of the Alberta Human Rights Act explicitly prohibits discrimination based on marital status.

The Alberta Human Rights Act states that 'undue hardship' as a reason for not hiring an applicant solely focuses on the economic impact on the employer.

An employer can legally refuse to hire someone based on their religious beliefs if they believe it could lead to workplace conflicts.

A human rights tribunal can dismiss a complaint if the person making the complaint is unable to provide sufficient financial evidence of their hardship related to the alleged discrimination.

If a company can prove that a job requirement, such as a specific language proficiency, is 'essential' for the job, it can discriminate against applicants who cannot meet that requirement without having to prove an undue hardship.

A company can legally refuse to hire someone with a disability solely because accommodating them might require other employees to adjust their work schedules, regardless of whether the accommodation would be significant.

The concept of 'undue hardship' allows employers to refuse to hire someone with a disability even if it could be accommodated without significant financial or operational burden.

A human rights tribunal will always require an employer to provide 'reasonable accommodation' for an employee's religious beliefs, regardless of the operational and financial burden it would place on the employer.

An employer can legally refuse to hire someone because their religious beliefs might cause conflict with the company's values, even if the beliefs are not related to the job.

Requiring an employee to work weekends, even if it conflicts with their religious beliefs, is always considered 'undue hardship' and can justify not hiring them.

A company can refuse to hire a person with a disability if the company believes it would be too expensive to provide necessary accommodations.

The Alberta Human Rights Act permits the use of 'bona fide occupational requirement' to justify decisions that discriminate based on any protected ground, even if the requirement is not directly related to the job.

The Alberta Human Rights Act only protects individuals from direct discrimination based on protected grounds, not from indirect discrimination that results from seemingly neutral policies or practices.

The burden of proof to demonstrate 'undue hardship' lies with the individual claiming discrimination, not the employer claiming justification for their decision.

An employer who refuses to hire an individual due to their disability, despite the disability not affecting their ability to perform the specific job tasks, can claim "undue hardship" to justify their decision.

A company can legally discriminate against someone based on their age if they believe their qualifications are outdated due to changes in technology.

A company can legally refuse to hire someone based on their age, arguing that their experience in the field is less relevant than a younger candidate's "adaptability to new technologies."

If a company can demonstrate a clear need for a specific skill or qualification, even if it disproportionately affects a protected group, it is automatically considered a 'bona fide occupational requirement' and justifies the discrimination.

If a company can demonstrate that a specific requirement is necessary for the performance of a job, even if it discriminates against a protected group, it is automatically considered a "bona fide occupational requirement" and justifies discrimination.

A company can place an advertisement for a job that explicitly states 'Must be male', as long as they can later justify this requirement based on a 'bona fide occupational requirement'.

If a store owner refuses to serve a customer based on their race, they can still be found in violation of the Alberta Human Rights Act, even if they operate a private business.

A company can legally refuse to hire someone based on their marital status, even if the company's policy is based on the assumption that married individuals are more stable and dependable.

An employer who can demonstrate that accommodating an employee's religious beliefs would significantly hinder their ability to operate their business can be exempt from providing such accommodations.

A company can legally refuse to hire someone if their disability prevents them from meeting a job requirement, even if it could be reasonably accommodated.

An employer can legally refuse to hire an applicant because they are in a wheelchair, if the employer can demonstrate that the applicant's disability would create significant barriers to performing the job.

A company can legally refuse to hire someone because their partner is a member of a particular religious group, and the employer has a policy prohibiting employees from associating with members of that group.

An employer can legally refuse to hire an applicant because their religious beliefs prevent them from working on certain days of the week, even if the employer can demonstrate that this would cause significant disruption to the workplace.

An employer can legally refuse to hire someone because their partner has a disability, if the employer is concerned that providing accommodations for their partner would place an unreasonable financial burden on the company.

A company policy requiring employees to work weekends could be considered a bona fide occupational requirement if it is essential for the company's operations and cannot be reasonably accommodated.

A company can legally refuse to hire a person based on their sexual orientation, if the employer can demonstrate that the applicant's sexual orientation would cause potential conflicts with existing employees.

A company can legally refuse to hire a person based on their race, if they believe that their race would create a negative perception of the company among potential customers.

An employer can legally refuse to hire a person based on their gender identity, if the employer can demonstrate that the applicant's gender identity could create an unreasonable financial burden on the company.