A recent Canadian Human Rights Tribunal decision highlights the necessity of transparency and sensitivity when it comes to communication in HR and management practices.
The case centred around a bowling operation on the Membertou First Nation (MFN) in Cape Breton, and involved a non-Indigenous employee who claimed the Nation discriminated against her due to her race under Sections 7 and 10 of the Canadian Human Rights Act.
The claimant started work for the MFN as a cashier in its gaming facility in 2011, and was promoted to lead cashier in 2015, occasionally filling in as manager. In 2018, she signed a letter of offer to become the general manager of a new bowling alley, which included being involved with the development and opening of the facility.
