...Niels
Dave Watkins wrote:
Evening All,
There are few things in this world that rub me the wrong way. This is one of them!
The following is a copy of an email sent to Premier-GPS tonight along with various links to the Alberta Human Rights and Citizenship Commission. Perhaps with a little prodding these folks might just bring their company into the eighties.
Dave Watkins, President, Abacus Technologies
To Whom It May Concern,
Having reviewed the attached job application and reviewed others similar to this on your web site I must strongly protest the questions and information you are demanding from potential employees. I was appalled at the amount of inappropriate information that you expect applicants to provide you. I also feel that demanding that an applicant agree to spend one week of unpaid time while being evaluated reflects very poorly on the image portrayed by your company and says volumes about the quality of your recruiters.
In my opinion, it is quite clear by looking at this document that you really should be investing your dollars and energies in hiring competent individuals to staff your Human Resourced department.
I can assure you that neither I nor any of my associates will be seeking employment within your organization until your hiring/recruiting practices come more in line with today's acceptable Canadian business standards.
Should you wish to be considered as an employer appropriate for us please resubmit samples of your amended application forms for our review.
I have included a brief comment which, while it originates in Ontario the principals in law are similar throughout Canada. I have also included links to relevant Alberta sites and Cc'd the Alberta Human Rights and Citizenship Commission. Perhaps you should take advantage of the various courses they offer Albertans.
Yours truly,
Dave Watkins President Abacus Technologies Calgary, Alberta, Canada
Voice: 403-701-5746 Fax: 403-266-0626 E-mail [EMAIL PROTECTED]
QUESTION: What questions may employers not ask in an application?
ANSWER:
Questions on a job application which have the effect of obtaining irrelevant
personal information must be avoided by employers. However, if the employer
can establish that a particular piece of information on the application is
related to legitimate requirements or qualifications for the position, the
question may be allowed.
It is not appropriate to include on job applications any questions relating
directly or indirectly to the following: race, ancestry, place of origin,
colour, ethnic origin, citizenship, creed, sex, sexual orientation, record
of offences, marital status, family status or handicap/disability.
Specifically:
Race or Colour - There are no permissible questions in relation to race or
colour. Questions which request information about physical characteristics
such as colour of eyes, hair, height, or weight, or requests for
photographs, are strictly prohibited.
Creed - There are no permissible questions in relation to creed. Questions
as to religious affiliation, churches attended, religious holidays, customs
observed, willingness to work on a specific day which may conflict with
requirements of a certain faith, are strictly prohibited.
Citizenship, Place of Origin, and Ethnic Origin - The only permissible
question in relation to these factors is one asking if the applicant is
legally entitled to work in Canada. Questions about Canadian citizenship,
landed immigrant status, permanent residency, naturalization, and any
requests for Social Insurance Numbers are all strictly prohibited. (Note: A
social insurance number may have information about one's place of origin or
citizenship status. A S.I.N. may be requested following a conditional offer
of employment). Questions as to membership in organizations which are
identified by a prohibited ground, and questions inquiring as to the name
and location of schools attended, are also strictly prohibited.
Sex - There are no permissible questions here. Categories on applications or
questions such as maiden or birth name, Mr., Mrs., Miss., Ms., and any
questions asking about the applicant's relationship with the person to be
notified in case of emergency or an insurance beneficiary, are all
prohibited.
Sexual Orientation - There are no permissible questions here. Categories on
the application or questions asking whether or not the applicant is married,
divorced, in a common-law relationship, single or separated; any information
about the applicant's spouse; and any questions asking about the applicant's
relationship with the person to be notified in case of emergency or an
insurance beneficiary, are all prohibited.
Marital Status and Family Status - There are no permissible questions here.
Categories on applications such as married, divorced, common-law
relationship, single, separated; maiden or birth name; Mr., Mrs., Miss.,
Ms.; children or dependants; child care arrangements; information about a
spouse or a second income; and questions concerning the applicant's
relationship with the person to be notified in case of emergency or an
insurance beneficiary, are all strictly prohibited.
Record of Offences - Basically, the only permissible question here is one
that asks if the applicant has ever been convicted of a criminal offence for
which a pardon has not been granted. Questions may also be asked, where
relevant, to determine if the applicant is bondable. Questions as to whether
an applicant has ever been convicted of an offence; has ever spent time in
jail; has ever been convicted under a provincial statute or been convicted
of an offence for which a pardon has been granted, are all strictly
prohibited.
Age - Basically, the only permissible question here is one asking if the
person is 18 years of age or older and less than 65 years of age. Questions
as to age, date of birth, or requests for birth or baptismal records, or
other documents such as a driver's licence, or educational transcripts which
indicate age, are all prohibited.
Disability - There are no permissible questions here. Questions about
health, handicaps, illnesses, physical or mental defects or any similar
questions, are prohibited.
Note that any request for a copy of a driver's licence on an application is
prohibited because it may eliminate or screen out applicants with
disabilities, and it allows use of the licence to determine age. Such a
request can however be made after a conditional offer of employment.
The Ontario Human Rights Commission assists employers by reviewing their applications before they are used to determine whether they comply with human rights legislation. Employers who receive approval from the Ontario Human Rights Commission are entitled to note this at the bottom of the application form. Citation/References: Ontario Human Rights Code R.S.O. 1990, c. H. 19, s. 5(1), 23(2).
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