Is it possible to discriminate in hiring if you never advertise? Small businesses often just hire people they know and trust, which just seems like sensible risk mitigation. But what about if the business keeps growing this way (above "small business" thresholds)? e.g. The owner only hiring people he discovers, and after that's infeasible, his highest trusted managers. I'm thinking of situations where you come to understand the skills somebody has and you say "Hey! You'd be really good at helping out with X work. You want a job?". You already know the person is timely, respectful, "fits the culture" etc. To say another way: the business never advertises, but instead only invites individuals to work for them. It could even include a non-discriminatory screening interview to check suitability for the business' goals. I can't find any information in any jurisdiction about discrimination related to selecting individuals for employment and "creating a role to fit" Added later: I think it helps if you let go of capitalism and the idea that an organisation's purpose would be to maximise it's profits by generating valuable goods. Think instead of an organisation that was founded with charitable intent and the business' value creation is of a more intangible manner: behavioural / relational / mental / spiritual. Imagine a Third World charity requiring personal alignment / investment: sponsoring a child perhaps. Or an anti-depression organisation requiring everybody to be kind and sensitive - even for less visible/interactive jobs like lawyers and accountants. I'm pretty sure these criteria would be discriminatory in a advertised position. I happen to be in New Zealand, but this really is theoretical.
The relevant bit of legislation — Human Rights Act 1993 s22 — protects applicants and employees: Where an applicant for employment or an employee is qualified for work of any description, it shall be unlawful .. to refuse ... offer .. terminate ... retire ... by reason of any of the prohibited grounds of discrimination. So, if you never advertise but always invite people (i.e. offer them job straight away) then there are no applicants (as at no point does anybody apply for the job), and hence no employment discrimination. If you invite them for a "non-discriminatory screening interview" then there is no discrimination by definition of "non-discriminatory" :) behavioural / relational / mental / spiritual I'm pretty sure these criteria would be discriminatory in a advertised position. None of those criteria are prohibited grounds of discrimination (s21). However, it would be a good idea to clearly define them as "a genuine occupational qualification for the position" by drafting a job description and explaining why those traits are crucial for the business.
The only excuse would be if you didn't know that your actions were a crime (not ignorance of the law, that's not an excuse, but ignorance of facts). For example, if your boss doesn't want you to serve a customer because that customer is gay, and your boss tells you "don't serve that customer, he was here last week and didn't pay the bill", you would be fine. Or if the boss of a demolition company sends a crew out to demolish the house of a personal enemy (surely a crime), the crew would have no idea that their action is a crime, so they should be fine. But if the boss of a bar or club orders a bouncer to beat up a customer, then the bouncer would know that he's committing a crime, and there is no excuse possible.
It seems like a lot of &quot;punishments&quot; can be applied to a person without having to go to court. Yes, because everyone has the right and freedom to associate, or dissociate, with other people, and the freedom of contract, at least when the state does not decide to interfere. The state, owing to its monopoly of legitimate violence, has a duty towards everyone under its rule and the people in many countries decided that the state's power should be significantly limited with judicial supervision where individual rights and freedoms are implicated. Other individuals or legal persons do not in general owe a duty to be friend with you or to sign or continue a labour or rental contract with you. At the same time, the people and their government have also decided in certain situations there exists a power imbalance (e.g. between the landlord and the tenant, the employer and the employee, groups suffering from discrimination and stereotypes) where unlimited freedom of association and contract not only harms the individual's human dignity but also harms the society as a whole (e.g. homeless and unemployment, which may lead to increased crimes etc.). Thus, in some situations, the law prohibits discrimination and provides for legal rights generally for the more vulnerable. However, this is a decision that is undertaken by each jurisdiction. A court order is only required if the law says that you normally have a legal entitlement but the state or someone else wants to take it away or limit it, or if the law explicitly requires a procedure before the court. Since you tagged the question with canada... Can a person be fired ... without a court order? Yes. However, in Canada, all jurisdictions have labour laws that regulate dismissal of an employee. Dismissal without cause usually requires notice period and/or severances, depending on the length of employment. Dismissal for cause can be challenged in court and the employer has the burden of proof to justify the cause on a balance of probabilities (more probably than not) and the terminated employee will have the right to have them heard before the court and present their evidences. If the person occupied a unionized position, they may also be able to file grievances with the union before an arbitrator, depending on the text of the collective agreement. The collective agreements also often provide for procedural requirements before the dismissal of an employee in a unionized position. Violation of these procedural requirements may lead to the annul of dismissal or awards of damages. Can a person be banned ... without a court order? Yes. You have no general right to be on another person's property in Canada. Your rights end where others' property (or other) rights begin. Like said in the beginning, this is a societal decision and an act of balancing particular to each jurisdiction, for example, in some places, there exists a right to roam over certain publicly accessible lands. The property owner or another person otherwise legally authorized has the authority to decide who they want on their property (which means what is one's own), subject to certain narrow exceptions, under common law and provincial trespassing acts. Your neighbour cannot prevent you from crossing on their land if you have a valid easement and are not abusing it. But if you are abusing your easement, your neighbour may take you to court for an order. Here the property owner includes the state. However, like almost all decisions made by the state, in Canada and many other countries with the rule of law, can be judicially reviewed for their reasonableness, and sometimes correctness. Like all decisions made by the state, trespassing notices may be challenged if the decision is arbitrary or without legal basis. Can a person be evicted ... without a court order? No. In all jurisdictions in Canada, eviction, that is, the forced removal of tenant from a premise, can only be carried out by sheriffs or other legally authorized officers upon an order from a court or tribunal (often called Landlord and Tenant Board or similar), with exceptions for certain tenancies (e.g. where the landlord and the tenant share living area). Court order is not required for the termination of a tenancy; but the termination of tenancy can only be achieved if the tenant agrees or a tribunal or court orders so. Does Habeas corpus come into play in any of these situations No. Habeas corpus means &quot;that you have the body&quot;, which is an order from a judicial official to command the state to bring someone in its custody before the court, so that the legality of their detention by the state may be determined. In Canada, habeas corpus only protects liberty interests of an individual.
It may be discrimination; not all discrimination is illegal. Details vary by jurisdiction, for example discrimination on the following bases is illegal in Australia: race colour sex sexual preference age physical or mental disability marital status family or carer’s responsibilities pregnancy religion political opinion national extraction social origin A medical condition like an allergy is not necessarily a physical disability. The school is arguably fulfilling its obligations under WHS legislation by banning nut products if that is what a risk assessment indicates. It may also be necessary to ban milk products if that is required for your daughter's safety. If (and I do not know) nuts pose a greater risk than milk then banning the former and not the latter may be perfectly justified. Ask to see the risk assessment.
If I did not sign promotion bonus document, my career would be over. Is this duress? No. The premise is hardly true or even logical, and what you describe falls short of duress. Not every imbalance of bargain power implies duress. First, it seems that you could have declined the bonus, thereby preempting the sanction/remedy for leaving within 12 months. Second, it seems hard to prove (and unrealistic) that your career would have been over if you refused to sign the document. The employer can easily refute that allegation by pointing out that there are many others who did not sign that employer's document and yet work elsewhere as investment bankers. You would need certain, additional context to reasonably allow for a conclusion that your career altogether depends on what happens with this single entity. Third, your mention that "the bonus mitigates the horrendous weekly hours" reinforces the idea that signing the document was your preference (namely, for the purpose of obtaining some additional, non-compulsory stimulus) rather than employer-inflicted duress. The rationale and decision for acceptance of those conditions reflects that you knowingly exercised your freedom of contract. A party is not entitled to void a contract only because he belatedly changed his mind about conditions of which he was aware beforehand.
It is not uncommon for an employer to ask a former employee to assist with something as a courtesy, and sometimes the former employee will choose to do so. If it requires more than a small amount of time, this may be done under a short-term consulting contract for pay. But unless there was a contract of employment requiring such post-employment advice, there is no legal obligation for the former employee to provide such assistance. The most the former employer could do is give a poor reference if asked by potential future employers, and most large corporate employers now only give job title, salary range, and dates of employment to avoid claims of incorrect or defamatory statements in such references.
Canadian law defines "theft" thus: Every one commits theft who fraudulently and without colour of right takes, or fraudulently and without colour of right converts to his use or to the use of another person, anything, whether animate or inanimate, with intent (to deprive the owner, pledge as security, mess it up) In this case, you accepted what seemed to be an offer of a free pizza, so if you took and consumed the pizza you did so with a colorable claim of right and without fraud. Perhaps you misunderstood, but it is not a crime to misunderstand another person's intent. They could sue you for the cost of the pizza (assuming that you took it and did not pay), in which case the question would be whether whatever they said to you could reasonably be interpreted as an offer of a free pizza (if not, pay for the pizza). As an advertising stunt, this would not be unusual. However, if they fix the pizza but then demand money before handing over the pizza, you now know that you have no right to the pizza (if you abscond with the pizza in that circumstance, it would be theft). You may of course pay for the pizza, but you can also not pay and not take the pizza. Again, they could sue you, and in this case your defense would be that there was no contract (no agreement). An important question would be how reasonable it is to believe that you were offered a free pizza. People are offered "free" steak dinners all the time (at the cost of sitting through a sales pitch), so that is a reasonable belief. If a Lexus yacht salesman appears to be offering you a free $5M yacht, it is not reasonable to think that this is an ordinary advertising stunt, if you're not a celebrity.
Isn’t this discrimination since nationals do not have to apply? Yes it is discrimination. But that does not make it illegal. In fact discrimination is in general legal unless it is based on some characteristic which is specifically forbidden as a basis for discrimination (e.g. race). And in general, all of the countries in the world allow and enforce discrimination based on nationality; for example non-nationals will not be able to run for Head of State (and additional restrictions may apply). The EU members allowing similar rights to the citizens of other EU countries is the exception, not the rule, and once the UK stops being bound by EU treaties it can impose its own legal system on non-nationals. And while EU treaties give lots of rights to EU member-countries citizens, they still allow for discrimination based on nationality (for example you cannot run for Prime Minister or MP of Spain as a foreign EU resident). Isn’t the UK Government breaking the law? This could go against EU treaties, but the point is that the UK will no longer need to comply with them. is the UK Government responsible for the harm and distress caused to the individual health and mental wellbeing? No, the UK Government is not responsible if you do not like its laws to the point that it affects your health. Is there any ground for challenging this scheme legality in court? Unlikely. In any case it will not be because you are frightened by it, any challenge would be in the grounds that the government actions act against some other UK law. For example, if the decision to make such a list was made by the Executive but it contradicts some law approved by the Parliament. If this list does not contradict any law, then there are no grounds for challenging it. Would there a breach of my human rights if I was not to apply for settle status and then subsequentially got deported (taken away from my children, home, business, etc.)? How about if I was refused, re-entry or access to public services (NHS for example)? If you do not apply you will not have any evidence that you were settled, and the government could legitimately believe that you are irregularly in the country and try to expel you; you probably would have an opportunity to prove that you were settled even if you were not in the list but that could be way slower, more expensive, riskier and stressful than just registering now. Get this clear: that settled person list is to help you to show that you were a UK resident before Brexit and to give you the protections that are being negotiated between the UK and the EU for expatriates. Probably you could choose not to enlist, but it would work against you.