· Performance appraisal and discipline, and

This is our human rights code that we must obey by if we are to treat everyone equally. Naheed Ali Yabier has been wrongfully discriminated against by her employer. Although the world and the workplace are becoming increasingly multicultural by the day, not everyone is adapting as fast as they should. Naheed’s basis of discrimination surrounds her race, and e

thnic origin. Within her workplace, Naheed was subjected to ongoing racial slurs from her peers at work. Johnny was constantly making racial slurs about Naheed to her co-workers, and to Naheed herself. This was a form of direct discrimination on Johnny’s part. With Johnny, constantly advocating towards not promoting her this encourages others to feel the same way, and makes the supervisor concerned with whether or not the employees under Naheed would respect and work for her to their fullest abilities if she was promoted. Naheed ultimately did not get the promotion and was passed over for an individual whom had les!

· Restore the rights, opportunities, and privileges denied the victim

4. The human rights commission can impose many different penalties depending on how severe the discrimination was.

Taken from the Ontario Human Rights Commission (OHRC) we can see that seniority is typically the deciding factor when a company is promoting from within. The racial slurs and being passed over for the promotion were a form of direct discrimination. Naheed was obviously more qualified then her predecessor, as her current boss Joe Banks had allowed her to perform work related duties that were generally reserved for supervisors. This included training all of the new staff. Joe Banks knew how important she was to the company as he had also implemented some of her suggestions to improve office operations. Furthermore, we believe that Naheed should be offered a new position within the company where her skills can be utilized.

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