McGill University
The preamble of McGill University’s Employment Equity Policy states: “McGill University is committed to:… developing policies, programs, practices and traditions that facilitate the full participation and advancement of members of historically disadvantaged groups in Canada (indigenous peoples, visible minorities, ethnic minorities whose mother tongue is neither English nor French, persons with disabilities, women, and persons of minority sexual orientations and gender identities) (hereafter, “designated groups”) by eliminating direct, indirect and systemic discrimination;”
“The university attracts excellent students and recruits outstanding academics in every discipline, without regard for their mother tongue… McGill University is deeply rooted in Quebec and supports the important role of French in Quebec society.”
Section 2.6 of the Policy on Harassment, Sexual Harassment, and Discrimination Prohibited by Law defines discrimination prohibited by law as: “any action, behaviour, or decision based on race, colour, sex (including gender identity), pregnancy, sexual orientation, civil status, age (except as provided by law), religion, political conviction, language, ethnic or national origin, social condition, a disability or the use of any means to palliate a disability which results in the exclusion or preference of an individual or group within the University community. This includes both the actions of individual members of the University and systemic institutional practices and policies of the University.”
Section 2.7 defines harassment as: “any vexatious behaviour by one Member of the University Community towards another Member of the University Community under the control and authority of the University in the form of repeated hostile or unwanted conduct, verbal comments, actions or gestures, that affect the dignity or psychological or physical integrity of a Member of the University Community and that results in a harmful environment for such an individual. Within the employment relationship, a single serious incidence of such behaviour that has a lasting harmful effect on such an individual may also constitute Harassment.”
Montreal
Quebec
- Quebec Labour Standards Act
- Quebec Labour Code
- Quebec Charter of Human Rights and Freedoms
- Occupational Health and Safety Act
- An Act to secure handicapped persons in the exercise of their rights with a view to achieving social, school and workplace integration
- Pay Equity Act
- Education Act
- Quebec Civil Code - Regarding Leases
- An Act Respecting the Protection of Personal Information in the Private Sector
Canada
- Canadian Charter of Rights and Freedoms
- Canadian Human Rights Act
- Canadian Bill of Rights
- Canada Labour Code
- Canada Employment Equity Act
- Official Languages Act
- Privacy Act
- Personal Information Protection and Electronic Documents Act
- Access to Information Act
- Civil Marriage Act
International
- Universal Declaration of Human Rights
- International Covenant on Civil and Political Rights
- First Optional Protocol to the International Covenant on Civil and Political Rights
- Second Optional Protocol to the International Covenant on Civil and Political Rights, aiming at the abolition of the death penalty
- International Covenant on Economic, Social and Cultural Rights
- International Convention on the Elimination of All Forms of Racial Discrimination
- Convention on the Elimination of All Forms of Discrimination against Women
- Convention against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment
- Convention on the Rights of the Child
- American Convention On Human Rights 'Pact Of San Jose, Costa Rica'
- Convention for the Protection of Human Rights and Fundamental Freedoms
- African Charter On Human And Peoples' Rights
- Convention (No. 169) concerning Indigenous and Tribal Peoples in Independent Countri
- Convention concerning Indigenous and Tribal Peoples in Independent Countries
- United Nations Declaration On The Rights Of Indigenous Peoples
