Bibliographic record
Abstract
[Introduction]: "Labour law has long been grounded in equality considerations. Historically, the main issue has been diminishing the inequality of bargaining power between employers and employees through trade unions. Today, when we speak of equality rights in the workplace, we are more likely referring to protections against discrimination — to diminishing sexism, racism, and homophobia, and to enhancing the ease with which persons with disabilities can participate fully in the workforce. In this regard, labour relations are subject to the constraints of equality law. The equality provisions of the Canadian Charter of Rights and Freedoms apply to labour and employment legislation and to its application by administrative tribunals, as well as to any employment relationship that has a nexus with government. Human rights legislation applies to employers, unions, and employees in the public and private sectors, and it may take primacy over other legislation. As discussed in Chapter 9, grievance arbitrators have jurisdiction, to an increasing degree, to apply human rights legislation and the equality provisions of the Charter. Other statutes also explicitly promote particular aspects of equality. Pay equity legislation, for example, reflects important policy decisions about equality relationships in the workplace and about the social status of employees. Other important human rights issues, which have received growing recognition, include workplace harassment and privacy in the workplace. In this chapter, we address some of the most pressing equality issues involved in labour relations, a few of which were mentioned in earlier chapters. We begin with an overview of the meanings given to equality and the identification of equality-seeking groups. We then discuss specific areas of equality and human rights law, such as harassment law, pay equity law, the duty to accommodate, and privacy issues, as they apply in the labour and employment context. Some traditional labour relations principles, such as respect for seniority, must be reconciled with equality requirements."
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.002 | 0.002 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.001 |
| Science and technology studies | 0.006 | 0.017 |
| Scholarly communication | 0.006 | 0.004 |
| Open science | 0.001 | 0.003 |
| Research integrity | 0.005 | 0.006 |
| Insufficient payload (model declined to judge) | 0.015 | 0.002 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".