Newfoundland Human Rights Commission
Newfoundland and Labrador Human Rights Act
Protected Grounds
Race, colour, nationality, ethnic origin, social origin, religious creed, religion, age, disability, disfigurement, sex, sexual orientation, gender identity, gender expression, marital status, family status, source of income and political opinion;
Suggested Changes of the Act with Respect to Volunteers
From
Definitions 2 In the Act
(definitions omitted here for brevity)
(a) “commercial unit”, (b) “commission”, (c) “disability”, (d) “discrimination”, (e) “employers’ organization”, (f) “employment agency”, (g) “establishment”, (h) “executive director”, (i) “family status”, (j) “harass”, (k) “marital status”, (l) “minister”, (m) “pay”, (n) “person”, (o) “self-contained dwelling unit”, (p) “source of income”, (q) “trade union”,
To
Definitions 2 In the Act
(other definitions omitted here for brevity)
(a) “commercial unit”, (b) “commission”, (c) “disability”, (d) “discrimination”,
(e) “employment” includes a contractual relationship with an individual for the provision of services, paid or unpaid (volunteer), personally by the individual; (emploi).
(f) “employers’ organization”, (g) “employment agency”, (h) “establishment”, (i) “executive director”, (j) “family status”, (k) “harass”, (l) “marital status”, (m) “minister”, (n) “pay”, (o) “person”, (p) “self-contained dwelling unit”, (q) “source of income”, (r) “trade union”
Suggested Changes of the Act with Respect to Visible Identity
From
Discrimination in Employment 14
(3) An employer, or a person acting on behalf of an employer, shall not use, in the hiring or recruitment of persons for employment, an employment agency that discriminates against a person seeking employment on the basis of a prohibited ground of discrimination.
To
Discrimination in Employment 14
(3) An employer, or a person acting on behalf of an employer, shall not use, in the hiring or recruitment of persons for employment, an employment agency that discriminates against a person seeking employment on the basis of a prohibited ground of discrimination.
(a) An employer, or a person acting on behalf of an employer, shall not remove, refuse or reassign an employee who wears symbolic items reflecting their individual identities based on the prohibited grounds of discrimination,
Suggested Petition
Information about Petitions
Whereas
The Human Rights of volunteers have been protected by legal practice it is essential that this protection be codified in the Newfoundland and Labrador Human Rights Act (NLHRA).
And Whereas
Diversity is not always visible, and it should be celebrated, not a target of hate, so protection is needed in the NLHRA for persons who’ choose to display their individual identities with respect to the protected grounds of the NLHRA, while employed or volunteering.
\
And Whereas
This is a complex issue and the Newfoundland and Labrador Human Rights Commission is best suited to develop a working policy on implementation.
And Whereas
One should not be judged by their identities displayed rather by their actions as a volunteer or employee.
We the Undersigned Citizens of Newfoundland and Labrador request the Legislative Assembly to:
Amend the NLHRA to protect persons who volunteer.
AND
Amend the NLHRA to protect individuals who’s individual identities are based on the protected grounds of the NLHRA from removal, refusal, reassignment or retaliation, while choosing to wear symbolic items, that reflects their identities identities, while volunteering or employed..
Suggested Letter to Member of the Legislative Assembly (MLA)
Members of the Newfoundland and Labrador Legislative Assembly
Notes: Copy, paste and edit to your liking. MLA’s will prioritize responding from persons in their riding.
Dear Member of the Legislative Assembly Full Name.
The Human Rights of volunteers have been protected by legal practice. It is essential that this protection be codified in the Newfoundland and Labrador Human Rights Act (NLHRA)
Diversity is not always visible, and it should be celebrated, not a target of hate, so protection is needed in the NLHRA for persons who’ choose to display their individual identities with respect to the protected grounds of the NLHRA, while employed or volunteering.
This is a complex issue and the Newfoundland and Labrador Human Rights Commission is best suited to develop a working policy on implementation.
One should not be judged by their identities displayed rather by their actions as a volunteer or employee.
Please consider the following amendments to the NLHRA as listed below.
In Solidarity.
Your Full Name
Your Address
Your Telephone Number
Amendment 1. Insert the subsection text “(e) “employment” includes a contractual relationship with an individual for the provision of services, paid or unpaid (volunteer), personally by the individual; (emploi) “ in section 2.
Resulting In
Definitions 2 In the Act
(other definitions omitted here for brevity)
(a) “commercial unit”, (b) “commission”, (c) “disability”, (d) “discrimination”,
(e) “employment” includes a contractual relationship with an individual for the provision of services, paid or unpaid (volunteer), personally by the individual; (emploi).
(f) “employers’ organization”, (g) “employment agency”, (h) “establishment”, (i) “executive director”, (j) “family status”, (k) “harass”, (l) “marital status”, (m) “minister”, (n) “pay”, (o) “person”, (p) “self-contained dwelling unit”, (q) “source of income”, (r) “trade union”
Amendment 2 Append the text ”(a) An employer, or a person acting on behalf of an employer, shall not remove, refuse or reassign an employee who wears an item reflecting their individual identity based on the prohibited grounds of discrimination,” to the end of section14(3).
Resulting In
Discrimination in Employment 14
(3) An employer, or a person acting on behalf of an employer, shall not use, in the hiring or recruitment of persons for employment, an employment agency that discriminates against a person seeking employment on the basis of a prohibited ground of discrimination.
(a) An employer, or a person acting on behalf of an employer, shall not remove, refuse or reassign an employee who wears symbolic items reflecting their individual identities based on the prohibited grounds of discrimination,