True or False: Employers may discriminate against a person who has been convicted of a criminal code offense without a valid pardon.

The assertion that employers may discriminate against a person who has been convicted of a criminal code offense without a valid pardon is considered true under certain conditions. In Canada, while the Canadian Human Rights Act and various provincial and territorial human rights codes protect individuals from discrimination, these protections often do not extend to individuals with criminal convictions.

Employers have the right to make hiring decisions based on criminal records, particularly if the offenses are relevant to the job at hand. For instance, positions that involve trust and responsibility, such as in finance or working with vulnerable populations, may warrant closer scrutiny of a candidate's criminal history.

Furthermore, the law distinguishes between individuals who have received a pardon and those who have not. A valid pardon can effectively erase the legal implications of a criminal conviction, allowing individuals to participate more freely in society and the job market. Without a pardon, individuals may face legitimate barriers in hiring processes, particularly in sectors where safety and integrity are paramount.

In the context of hospitality, while specific positions might have additional regulations or codes of conduct, the general principle remains that employers are not legally obligated to overlook criminal histories unless mitigated by a pardon. Therefore, the correct understanding of this question reflects the broader legal context regarding discrimination based on criminal convictions.