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Reshida Darrell, Employment Lawyer at Monkhouse Law Employment Lawyers, explains your rights in this guide to workplace discrimination laws. Employees should have a reasonable expectation to work in an environment that is free from discrimination. Under Ontario's Human Rights Code, discrimination is prohibited on 17 protected grounds being, citizenship, race, place of origin, ethnic origin, colour, ancestry, disability, age, creed, sex and pregnancy, family status, marital status, sexual orientation, gender identity, gender expression, receipt of public assistance, and record of offences. In addition, employment is a protected social area in which the code states that every person has a right to equal treatment with respect to employment without discrimination or harassment on the basis of a protected ground. Provincial employees who are faced with discriminatory practices or acts in the workplace can submit an application to the Human Rights Tribunal of Ontario. Under the federal legislation, the Canadian Human Rights Act, discrimination is prohibited on 13 grounds being race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability, or conviction for an offense for which a pardon has been granted or in respect of which a record suspension has been ordered. This applies to employees of organizations in the federal sectors. The federal legislation also prohibits employers from refusing to employ or continuing to employ an individual or differentiate on the basis of a prohibited ground of discrimination. Similarly, it is a discriminatory practice to deprive an individual or class of individuals of any employment opportunities on the basis of a prohibited ground. Federal employees who are faced with discriminatory practices or acts in the workplace can submit a complaint to the Canadian Human Rights Commission. Despite employees' protections from being discriminated in the workplace, employers may be permitted to discriminate if they can demonstrate that the discriminatory requirement is reasonable and justified. This is called a bona fide occupational requirement. The legal framework for determining whether a discriminatory requirement is reasonable and bona fide rests on the employer demonstrating whether: One, the discriminatory requirement was implemented for a purpose or goal that is rationally connected to the function being performed. Two, the discriminatory requirement was implemented in good faith in the belief that it is necessary to fulfill the purpose or goal. And three, the discriminatory requirement is reasonably necessary to accomplish its purpose or goal in the sense that it is impossible to accommodate the claimant without undue hardship. Essentially, the qualification or requirement must be necessary to fulfill the job. For instance, just because an individual works in a furniture warehouse doesn't mean that they need to be required to lift a certain amount of weight, especially if they're only doing sales work. However, a firefighter is required to undergo and pass a physical assessment which may come across discriminatory, but it essentially can ensure that they can carry out their duties. Nonetheless, any practice, act, or rule that intentionally excludes an individual or group of individuals based on a protected ground that is not required to execute a job or promotes prejudicial treatment is discriminatory and could be subject to sanctions.