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Introduction to Code of Conduct  

Definition and Purpose  

Explanation of what a Code of Conduct is  

Importance of ethical behavior in organizations  

Overview of Rights Protection and Anti-Discrimination  

Definition of rights protection  

Understanding discrimination and its forms  

Analyzing the Code of Conduct  

Key Components of a Code of Conduct  

Ethical principles and values  

Compliance with laws and regulations  

Mechanisms for Addressing Violations  

Reporting procedures  

Investigative processes and consequences  

Protecting Rights and Preventing Discrimination  

Legal Framework  

Overview of relevant laws (e.g., Civil Rights Act, Equal Employment Opportunity laws)  

Role of government agencies and enforcement  

Best Practices for Implementation  

Training programs and awareness initiatives  

Creating an inclusive workplace culture  

Case Studies and Real-World Applications  

Analysis of successful Code of Conduct implementations  

Examination of failures and lessons learned  

Analyzing the Code of Conduct: Protecting Rights and Preventing Discrimination

Preamble
WHEREAS recognition of the inherent dignity and the equal and inalienable rights of all persons is the foundation of freedom, justice and peace in the world;
WHEREAS it is recognized in Alberta as a fundamental principle and as a matter of public policy that all persons are equal in: dignity, rights and responsibilities without regard to race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation;
WHEREAS multiculturalism describes the diverse racial and cultural composition of Alberta society and its importance  recognized in Alberta as a fundamental principle and a matter of public policy;
WHEREAS it is recognized in Alberta as a fundamental principle and as a matter of public policy that all Albertans should share in an awareness and appreciation of the diverse racial and cultural composition of society and that the richness of life in Alberta is enhanced by sharing that diversity; and
WHEREAS it is fitting that these principles be affirmed by the Legislature of Alberta in an enactment whereby those equality rights and that diversity may be protected:
THEREFORE HER MAJESTY, by and with the advice and consent of the Legislative Assembly of Alberta, enacts as follows:

Effect of Act on provincial laws
1(1) Unless it is expressly declared by an Act of the Legislature that it operates notwithstanding this Act, every law of Alberta is inoperative to the extent that it authorizes or requires the doing of anything prohibited by this Act.

Code of Conduct

Discrimination re publications, notices
3(1) No person shall publish, issue or display or cause to be published, issued or displayed before the public any statement, publication, notice, sign, symbol, emblem or other representation that
(a)	indicates discrimination or an intention to discriminate against a person or a class of persons, or
(b)	is likely to expose a person or a class of persons to hatred or contempt

because of the race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation of that person or class of persons.
(2)	Nothing in this section shall be deemed to interfere with the free expression of opinion on any subject.
(3)	Subsection (1) does not apply to
(a)	the display of a notice, sign, symbol, emblem or other representation displayed to identify facilities customarily used by one gender,
(b)	the display or publication by or on behalf of an organization that
(i)	is composed exclusively or primarily of persons having the same political or religious beliefs, ancestry or place of origin, and
(ii)	is not operated for private profit, of a statement, publication, notice, sign, symbol, emblem or other representation indicating a purpose or membership qualification of the organization, or
(c)	the display or publication of a form of application or an advertisement that may be used, circulated or published pursuant to section 8(2),
if the statement, publication, notice, sign, symbol, emblem or other representation is not derogatory, offensive or otherwise improper.

Discrimination re goods, services, accommodation, facilities
4	No person shall
(a)	deny to any person or class of persons any goods, services, accommodation or facilities that are customarily available to the public, or
(b)	discriminate against any person or class of persons with respect to any goods, services, accommodation or facilities that are customarily available to the public,
because of the race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation of that person or class of persons or of any other person or class of persons.


Benefit based on age
4.1	Section 4 as it relates to age does not apply with respect to the conferring of a benefit on
(a)	minors or any age-based class of minors, or
(b)	individuals who have reached a specified age not less than 55.


Minimum age for occupancy
4.2(1) Section 4 as it relates to age and family status does not apply with respect to a minimum age for occupancy that applies to
(a)	a residential unit as defined in the Condominium Property Act,
(b)	a housing unit as defined in the Cooperatives Act, or
(c)	a mobile home site as defined in the Mobile Home Sites Tenancies Act,
if that minimum age for occupancy was in existence before January 1, 2018.
(2)	Section 4 as it relates to age and family status does not apply with respect to a minimum age for occupancy that applies to accommodation at premises in which every unit or site is reserved for occupancy by one individual who has reached a specified age not less than 55 or by two or more individuals at least one of whom has reached a specified age not less than 55.
(3)	A minimum age for occupancy under subsection (2)
(a)	must not prevent occupancy by a prescribed class of individuals or in the prescribed circumstances, and
(b)	may permit occupancy by a prescribed class of individuals or in the prescribed circumstances.
(4)	If a minimum age for occupancy is adopted in accordance with subsection (2), the minimum age for occupancy shall not be considered to be non-compliant with subsection (2) by reason of continued occupation by individuals who were resident in the premises before that minimum age for occupancy was adopted and who do not conform to the minimum age for occupancy, to subsection (2) or to the regulations referred to in subsection (3).

Discrimination re tenancy
5(1) No person shall
(a)	deny to any person or class of persons the right to occupy as a tenant any commercial unit or self-contained dwelling unit that is advertised or otherwise in any way represented as being available for occupancy by a tenant, or
(b)	discriminate against any person or class of persons with respect to any term or condition of the tenancy of any commercial unit or self-contained dwelling unit,
because of the race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation of that person or class of persons or of any other person or class of persons.
(2)	Subsection (1) as it relates to age and family status does not apply with respect to a minimum age for occupancy for premises that contain a unit or site to which section 4.2(1) applies.
(3)	Subsection (1) as it relates to age and family status does not apply with respect to a minimum age for occupancy that applies to a unit or site at premises in which every unit or site is reserved for occupancy by one individual who has reached a specified age not less than 55 or by two or more individuals at least one of whom has reached a specified age not less than 55.
(4)	A minimum age for occupancy under subsection (3)
(a)	must not prevent occupancy by a prescribed class of individuals or in the prescribed circumstances, and
(b)	may permit occupancy by a prescribed class of individuals or in the prescribed circumstances.
(5)	If a landlord adopts a minimum age for occupancy in accordance with subsection (3), the minimum age for occupancy shall not be considered to be non-compliant with subsection (3) by reason of continued occupation by individuals who were resident in the premises before that minimum age for occupancy was adopted and who do not conform to the minimum age for occupancy, to subsection (3) or to the regulations under subsection (4).

Regulations
5.1	The Lieutenant Governor in Council may make regulations
(a)	respecting the classes of individuals and the circumstances referred to in sections 4.2(3)(a) and 5(4)(a);
(b)	respecting the classes of individuals and the circumstances referred to in sections 4.2(3)(b) and 5(4)(b);
(c)	determining or respecting the determination of whether and when a minimum age for occupancy is in existence for the purposes of section 4.2(1) or deeming a minimum age for occupancy to be in existence.

Equal pay
6(1) Where employees of both sexes perform the same or substantially similar work for an employer in an establishment the employer shall pay the employees at the same rate of pay.
(2)	No employer shall reduce the rate of pay of an employee in order to comply with this section.
(3)	When an employee is paid less than the rate of pay to which the employee is entitled under this section, the employee is entitled to recover from the employer by action the difference between the amount paid and the amount to which the employee was entitled, together with costs, but
(a)	the action must be commenced within 12 months from the date on which the cause of action arose and not afterwards,
(b)	the action applies only to the wages of an employee during the 12-month period immediately preceding the termination of the employee’s services or the commencement of the action, whichever occurs first,
(c)	the action may not be commenced or proceeded with when the employee has made a complaint to the Commission in respect of the contravention of this section, and
(d)	no complaint by the employee in respect of the contravention shall be acted on by the Commission when an action has been commenced by the employee under this section.

Discrimination re employment practices
7(1) No employer shall

(a)	refuse to employ or refuse to continue to employ any person, or
(b)	discriminate against any person with regard to employment or any term or condition of employment,
because of the race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation of that person or of any other person.
(2)	Subsection (1) as it relates to age and marital status does not affect the operation of any bona fide retirement or pension plan or the terms or conditions of any bona fide group or employee insurance plan.
(3)	Subsection (1) does not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.

Applications and advertisements re employment
8(1) No person shall use or circulate any form of application for employment or publish any advertisement in connection with employment or prospective employment or make any written or oral inquiry of an applicant
(a)	that expresses either directly or indirectly any limitation, specification or preference indicating discrimination on the basis of the race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation of that person or of any other person, or
(b)	that requires an applicant to furnish any information concerning race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation.
(2) Subsection (1) does not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement.

Membership in trade union, etc.
9 No trade union, employers’ organization or occupational association shall
(a)	exclude any person from membership in it,
(b)	expel or suspend any member of it, or
(c)	discriminate against any person or member,
because of the race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation of that person or member.
RSA 2000 cH-14 s9;2009 c26 s8;2015 c18 s3

Prohibitions regarding complaints
10(1) No person shall retaliate against a person because that person
(a)	has made or attempted to make a complaint under this Act,
(b)	has given evidence or otherwise participated in or may give evidence or otherwise participate in a proceeding under this Act,
(c)	has made or is about to make a disclosure that person may be required to make in a proceeding under this Act, or
(d)	has assisted in any way in
(i)	making or attempting to make a complaint under this Act, or
(ii)	the investigation, settlement or prosecution of a complaint under this Act.
(2) No person shall, with malicious intent, make a complaint under this Act that is frivolous or vexatious.
RSA 1980 cI-2 s11;1990 c23 s7;1996 c25 s13

Ameliorative policies, programs and activities
10.1	It is not a contravention of this Act to plan, advertise, adopt or implement a policy, program or activity that
(a)	has as its objective the amelioration of the conditions of disadvantaged persons or classes of disadvantaged persons, including those who are disadvantaged because of their race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation, and
(b)	achieves or is reasonably likely to achieve that objective.


Reasonable and justifiable contravention
11	A contravention of this Act shall be deemed not to have occurred if the person who is alleged to have contravened the Act shows that the alleged contravention was reasonable and justifiable in the circumstances.


In an increasingly interconnected and diverse global landscape, the ethical frameworks that govern organizational behavior have never been more critical. The Code of Conduct serves as the backbone of an organization’s commitment to uphold principles of integrity, respect, and accountability. By establishing clear expectations for ethical behavior, these codes not only guide employee conduct but also serve as essential instruments for protecting individual rights and preventing discrimination. The significance of a well-defined Code of Conduct extends beyond compliance; it is a proactive measure that fosters a culture of inclusivity and respect, paving the way for an equitable workplace where all individuals can thrive.

Understanding the nuances of a Code of Conduct is imperative for anyone seeking to analyze its effectiveness in promoting ethical standards and safeguarding against discrimination. This course delves into the essential components that constitute a robust Code of Conduct, exploring ethical principles, legal compliance, and mechanisms for addressing violations. By examining real-world applications and case studies, participants will gain insights into both successful implementations and the pitfalls that organizations may encounter. The course emphasizes the critical role of a comprehensive legal framework and best practices in creating a culture that not only meets legal obligations but actively champions the protection of rights and the prevention of discrimination. Through this exploration, learners will be equipped with the knowledge and tools necessary to contribute meaningfully to the development and enforcement of ethical guidelines within their organizations.