[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-277524-105":3,"doc-detail-277524-en":81,"detail-sidebar-cat-1-en-105":97},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","pregnancy-human-rights-in-the-workplace-policy-and-best-practices","Pregnancy & Human Rights in the Workplace - Policy and Best Practices","","Policy and best-practice guidance outlining how pregnancy-related discrimination is prohibited within federally regulated workplaces in Canada. Defines pregnancy-related discrimination and the types of actions that may trigger unlawful treatment, including refusal to hire or promote, harassment, termination, and failure to provide reasonable accommodation. 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It also explains benefits of respectful and inclusive workplaces and offers practical solutions.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"How does the policy define pregnancy-related discrimination?",{"text":68,"@type":64},"Pregnancy-related discrimination includes any action, decision, or policy that negatively affects a woman due to her pregnant status. It is treated as a form of sex discrimination under the Canadian Human Rights Act.",{"name":70,"@type":61,"acceptedAnswer":71},"What is the duty to accommodate and what counts as undue hardship?",{"text":72,"@type":64},"Employers must accommodate pregnancy-related needs unless accommodation causes undue hardship. Undue hardship considers factors such as health, safety, and cost, and the pregnant employee, employer, and union representatives must cooperate to find reasonable solutions.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},277524,1789501724,{"code":4,"msg":82,"data":83},"success",{"doc_id":79,"user_id":84,"nickname":42,"user_avatar":85,"doc_module":22,"category_id":86,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":87,"file_id":88,"file_url":89,"file_type":90,"file_size":91,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":86,"language":92,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":93,"faqs":94,"seo_title":95,"seo_description":12,"update_tm":80,"read_time":96},8796096645457,"https://ap-avatar.wpscdn.com/avatar/800003749518d68ffe3?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779345340919836971",18,"PREGNANCY & HUMAN RIGHTS IN THE WORKPLACE  \nPOLICY AND BEST PRACTICES  \nAussi offert en français sous le titre :  \nGROSSESSE ET DROITS DE LA PERSONNE EN MILIEU DE TRAVAILPOLITIQUE ET PRATIQUES EXEMPLAIRES  \nCanadian Human Rights Commission National Office  \n344 Slater Street, 8th Floor Ottawa, Ontario  \nK1A 1E1, Canada Telephone: (613) 995-1151  \nToll Free: 1-888-214-1090  \nTTY: 1-888-643-3304  \nFax: (613) 996-9661  \n[Website: www.chrc-ccdp.gc.ca](Website: www.chrc-ccdp.gc.ca)  \nWHAT IS THE PURPOSE OF THIS POLICY?  \nWHAT IS THE COMMISSION’S OFFICIAL POLICY STATEMENT?  \nWHO IS COVERED UNDER THIS POLICY?  \nHOW IS PREGNANCY-RELATED DISCRIMINATION DEFINED?  \nWhat actions might result in discrimination?  \nWhat are pregnancy-related conditions and circumstances?  \nHow does pregnancy relate to other grounds of discrimination? Pregnancy and family status  \nOther grounds and multiple grounds  \nWHAT IS THE DUTY TO ACCOMMODATE?  \nWhat is undue hardship?  \nHealth and safety risks and pregnancy  \nWHAT ARE THE ROLES AND RESPONSIBILITIES OF EMPLOYEES, EMPLOYERS, AND UNIONS?  \nEmployees  \nEmployers  \nUnions or employee representatives  \nWHAT ARE SOME COMMON ISSUES AND SOLUTIONS? Applications, interviews, job selection, and job promotion During an employee’s pregnancy  \nDuring an employee’s maternity leave or pregnancy-related absence During an employee’s return to work post-pregnancy  \nWHAT ARE SOME BENEFITS AND BEST PRACTICES FOR EMPLOYERS? Benefits  \nBest practices  \nWHAT DOES THE LAW SAY? The Canadian Human Rights Act  \nThe Canadian Charter of Rights and Freedoms International standards  \nOther laws  \nWHAT IS THE COMMISSION’S ROLE?  \nOTHER INFORMATION AND RESOURCES  \nWomen in the workplace are valued employees entitled to equality, dignity, respect and accommodation of their needs when they are attempting to become pregnant, while they are pregnant, and as they return to work following a pregnancy-related absence.  \nWHAT IS THE PURPOSE OF THIS POLICY?  \nThis policy will help employers, unions, and employees under federal jurisdiction to better understand their legal rights, obligations, and duties regarding pregnancy-related discrimination issues.  \nIt will also explain some of the employer benefits of providing respectful and inclusive workplaces for pregnant employees, identify potentially discriminatory practices, and offer practical solutions.  \nWHAT IS THE COMMISSION’S OFFICIAL POLICY STATEMENT?  \nThe Canadian Human Rights Act (the Act) prohibits discrimination related to pregnancy. Pregnancy-related discrimination is a form of sex discrimination, because only women can become pregnant. Discriminatory practices related to pregnancy, such as negative treatment, refusal to hire or promote, termination of employment, or harassment, are against the law under the Act.  \nPregnancy in the workplace is a fundamental human rights issue of equality of opportunity between women and men. Women should not suffer negative consequences in the workplace simply because they are pregnant. Job functions and workplace rules may affect a pregnant employee differently than other employees. As a result, adjustments to working conditions maybe required to reduce or eliminate discriminatory effects.  \nEmployers have a legal obligation to accommodate pregnancy-related needs unless the accommodation will cause undue hardship. Undue hardship considers factors such as health, safety and cost. The pregnant employee, the employer, and other parties such as union representatives, must cooperate and compromise to find reasonable and practical solutions.  \nIn addition to fulfilling their legal obligations, the Canadian Human Rights Commission (the Commission) encourages employers to take additional steps to prevent pregnancy-related discrimination, to resolve employee concerns quickly and effectively, and to foster a human rights culture in their workplaces.  \nThis Policy is subject to the Act, and to decisions by the Canadian Human Rights Tribunal and the Courts, and","cbCair7t4nrf2FTE","https://ap.wps.com/l/cbCair7t4nrf2FTE","pdf",86701,"English","# What is the purpose of this policy?\n## What is the Commission’s official policy statement?\n## Who is covered under this policy?\n## How is pregnancy-related discrimination defined?\n## What is the duty to accommodate?\n## What are the roles and responsibilities of employees, employers, and unions?\n## What are some common issues and solutions?\n## What are some benefits and best practices for employers?\n## What does the law say?\n## What is the Commission’s role?\n## Other information and resources","[{\"question\":\"What is the purpose of the pregnancy policy?\",\"answer\":\"The policy helps federally regulated employers, unions, and employees understand legal rights, obligations, and duties regarding pregnancy-related discrimination. It also explains benefits of respectful and inclusive workplaces and offers practical solutions.\"},{\"question\":\"How does the policy define pregnancy-related discrimination?\",\"answer\":\"Pregnancy-related discrimination includes any action, decision, or policy that negatively affects a woman due to her pregnant status. It is treated as a form of sex discrimination under the Canadian Human Rights Act.\"},{\"question\":\"What is the duty to accommodate and what counts as undue hardship?\",\"answer\":\"Employers must accommodate pregnancy-related needs unless accommodation causes undue hardship. Undue hardship considers factors such as health, safety, and cost, and the pregnant employee, employer, and union representatives must cooperate to find reasonable solutions.\"}]","Pregnancy & Human Rights in the Workplace - Policy and Best Practices | PDF",6,{"code":4,"msg":82,"data":98},[99,104,108,113,118,123,128,131,136],{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},11,"Presentations",90,"presentations",{"id":55,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},"Resumes",80,"resumes",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":110,"show_sort_weight":111,"slug":112},14,"Invoices",70,"invoices",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":115,"show_sort_weight":116,"slug":117},15,"Posters",60,"posters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},16,"Social Media",50,"social-media",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":126,"slug":127},17,"Forms",40,"forms",{"id":86,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":129,"slug":130},30,"letters",{"id":132,"doc_module":22,"doc_module_name":25,"category_name":133,"show_sort_weight":134,"slug":135},21,"Paper Templates",5,"papers-templates",{"id":137,"doc_module":22,"doc_module_name":25,"category_name":138,"show_sort_weight":4,"slug":139},158,"General","general-158"]