September 29, 2014 Kevin Sambrano, Sambrano Legal Services Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Notice, Damages and Settlements, Payroll, Penalties and Fines, Standard for Employment, Training and Development
Often employers are unaware of the pitfalls of becoming embroiled in a Human Rights application. Employers are sometimes shocked to find that the Tribunal’s powers not only lay in monetary awards, but also in non-monetary, as well as future compliance or public interest remedies. If an employer is found to have breached the Code, below are just some examples of such powers and remedies which the Tribunal may order.
2008 HRTO, 2012 HRTO 2218 (CanLII), 2014 HRTO 272 (CanLII), accessibility, back pay, canadian employment law, Davis v. Nordock Inc., De Bousquet Professional Corporation, Disability, disability-related needs, discrimination, duty to accommodate, employment contract, employment law, Garrie v. Janus Joan Inc., Giguere v. Popeye Restaurant, HRCO, hrto, human rights code, monetary award for injury, non-monetary remedies, public interest remedies, reinstatment, termination, terminations, Terri-Lynn Garrie, underpaying the intellectually disabled
My employer denied me the right to have a support person present at a meeting with HR regarding an investigation into workplace bullying and psychological... – Feb 02, 2:14 PM
Which is more practical, absolutely no office romance policy or allowed but need to disclose? IMO, the need to disclose, while accommodating, complexity and unnecessary... – Dec 15, 1:39 PM
