Nova Scotia Human Rights Commission
Nova Scotia Human Rights Act
Protected Grounds
Prohibition of Discrimination 5
(h) age; (i) race; (j) colour; (k) religion; (l) creed; (m) sex; (n) sexual orientation; (na) gender identity; (nb) gender expression; (o) physical disability or mental disability; (p) an irrational fear of contracting an illness or disease; (q) ethnic, national or aboriginal origin; (r) family status; (s) marital status; (t) source of income; (u) political belief, affiliation or activity; (v) that individual’s association with another individual or class of individuals having characteristics referred to in clauses (h) to (u).
Suggested Changes of the Act with Respect to Volunteers
From
Interpretation 3 In this Act
(definitions omitted here for brevity)
(a) “business or trade association”, (b) “Commission”, (c) “Director”, (d) “employees’ organization”, (e) “employer”, (f) “employers’ organization”. (g) “employment agency”, (h) “family status”, (ha) “harass”, (i) “marital status”, (j) “Minister”.(k) “person”, (n) “sex”. (o) “sexual harassment” ….
To
Interpretation 3 In this Act
(other definitions omitted here for brevity)
(a) “business or trade association”, (b) “Commission”, (c) “Director”, (d) “employees’ organization”, (e) “employer”,
(f) “employment” includes a contractual relationship with an individual for the provision of services, paid or unpaid (volunteer), personally by the individual; (emploi) .
(g) “employers’ organization”, (h) “employment agency”, (i) “family status”, (j) “harass”, (k) “marital status”, (l) “Minister”, (m) “person”, (n) “sex”, (o) “sexual harassment”
Suggested Changes of the Act with Respect to Visible Identity
From
Employment 8
(1) No employment agency shall accept an inquiry in connection with employment from an employer or a prospective employee that, directly or indirectly, expresses a limitation, specification or preference or invites information as to a characteristic referred to in clauses (h) to (v) of subsection (1) of Section 5, and no employment agency shall discriminate against an individual on account of such a characteristic.
(2) No person shall use or circulate a form of application for employment or publish an advertisement in connection with employment or prospective employment or make an inquiry in connection with employment that, directly or indirectly, expresses a limitation, specification or preference or invites information as to a characteristic referred to in clauses (h) to (v) of subsection (1) of Section 5.
(3) The exceptions referred to in Section 6 apply mutatis mutan dis to subsections (1) and (2).
To
Employment 8
(1) No employment agency shall accept an inquiry in connection with employment from an employer or a prospective employee that, directly or indirectly, expresses a limitation, specification or preference or invites information as to a characteristic referred to in clauses (h) to (v) of subsection (1) of Section 5, and no employment agency shall discriminate against an individual on account of such a characteristic.
(2) No person shall use or circulate a form of application for employment or publish an advertisement in connection with employment or prospective employment or make an inquiry in connection with employment that, directly or indirectly, expresses a limitation, specification or preference or invites information as to a characteristic referred to in clauses (h) to (v) of subsection (1) of Section 5.
(3) The exceptions referred to in Section 6 apply mutatis mutan dis to subsections (1) and (2).
(4) No employee, employment agency shall discriminate against any individual who wears symbolic items reflecting their individual identities based on a Prohibition of Discrimination in section 5
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 Nova Scotia Human Rights Act (NSHRA).
And Whereas
Diversity is not always visible, and it should be celebrated, not a target of hate, so protection is needed in the NSHRA for persons who’ choose to display their individual identities with respect to the protected grounds of the NSHRA, while employed or volunteering.
And Whereas
\This is a complex issue and the Nova Scotia 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 Nova Scotia request the Legislative Assembly to:
Amend the NSHRA to protect persons who volunteer
AND
Amend the NSHRA to protect individuals who’s individual identities are based on the protected grounds of the NSHRA from removal, refusal, reassignment or retaliation, while choosing to wear symbolic items, that reflects their individual identities, while volunteering or employed.
Suggested Letter to Member of the Legislative Assembly (MLA)
Members of the Nova Scotia 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 Nova Scotia Human Rights Act (NSHRA).
Diversity is not always visible, and it should be celebrated, not a target of hate, so protection is needed in the NSHRA for persons who’ choose to display their individual identities with respect to the protected grounds of the NSHRA, while employed or volunteering.
This is a complex issue and the Nova Scotia 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 NSHRA as listed below.
In Solidarity.
Your Full Name
Your Address
Your Telephone Number
Amendment 1 Insert the following subsection after (3)(e) “(f) “employment” includes a contractual relationship with an individual for the provision of services, paid or unpaid (volunteer), personally by the individual; (emploi) “ and re letter the subsequent sub sections
Resulting In
Interpretation 3 In this Act
(other definitions omitted here for brevity)
(a) “business or trade association”, (b) “Commission”, (c) “Director”, (d) “employees’ organization”, (e) “employer”,
(f) “employment” includes a contractual relationship with an individual for the provision of services, paid or unpaid (volunteer), personally by the individual; (emploi) .
(g) “employers’ organization”, (h) “employment agency”, (i) “family status”, (j) “harass”, (k) “marital status”, (l) “Minister”, (m) “person”, (n) “sex”, (o) “sexual harassment”
Amendment 2 Add the following sunsection “(4)No employee, employment agency shall discriminate against any individual who wears an item reflecting their identity based on a Prohibition of Discrimination in section 5” after subsection 3.
Resulting In
Employment 8
(1) No employment agency shall accept an inquiry in connection with employment from an employer or a prospective employee that, directly or indirectly, expresses a limitation, specification or preference or invites information as to a characteristic referred to in clauses (h) to (v) of subsection (1) of Section 5, and no employment agency shall discriminate against an individual on account of such a characteristic.
(2) No person shall use or circulate a form of application for employment or publish an advertisement in connection with employment or prospective employment or make an inquiry in connection with employment that, directly or indirectly, expresses a limitation, specification or preference or invites information as to a characteristic referred to in clauses (h) to (v) of subsection (1) of Section 5.
(3) The exceptions referred to in Section 6 apply mutatis mutan dis to subsections (1) and (2).
(4) No employee, employment agency shall discriminate against any individual who wears symbolic items reflecting their individual identities based on a Prohibition of Discrimination in section 5