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anti-discrimination policy

By Kevin Sambrano, Sambrano Legal Services | 2 Minutes Read December 20, 2016

Discrimination and a decision on remedies

In an application filed under the Human Rights Code of Ontario, once the matter has been heard, and the Tribunal has found the respondent to be liable, the next stage is that of remedy. Monetary and non–monetary damages may be awarded as was the case in Kohli v. International Clothiers, where the applicant, Ms. Kohli, had filed an application alleging discrimination in employment on the basis of sex.

Article by Kevin Sambrano, Sambrano Legal Services / Employee Relations, Human Rights, Payroll, Union Relations / anti-discrimination policy, damages, discrimination, discrmination in employment, employment law, employment relationship, human rights code, Human Rights Tribunal of Ontario, Kevin Sambrano, Kohli v. International Clothiers, remedies for future compliance, reprisal

By Adam Gorley | 3 Minutes Read August 23, 2013

New development in Christian Horizons discrimination case

When a support worker at an evangelical Christian organization that runs homes for persons with developmental disabilities entered a same-sex relationship, the organization found the worker had breached its "Lifestyle and Morality Statement," which prohibited homosexual relationships. The organization, Christian Horizons, eventually terminated the employee on that ground, and the worker complained of discrimination to the Ontario Human Rights Tribunal.

Article by Adam Gorley / Employee Relations, Human Rights / anti-discrimination policy, anti-harassment policy, best practices, bona fide occupational qualification, bona fide occupational requirement, Christian Horizons, competing human rights, creed, discrimination, diversity, employment law, employment policies, lifestyle and morality statement, Ontario (Human Rights Commission) v. Etobicoke (Borough), Ontario Human Rights Code, Ontario human rights commission, Ontario Human Rights Tribunal, same-sex relationship, sexual orientation, termination, terminations

By Simon Heath, BA, MIR, LLB, Heath Law | 2 Minutes Read July 16, 2013

Ontario Human Rights Commission releases policy on removing the “Canadian experience” barrier

On July 15, 2013, the Ontario Human Rights Commission (“OHRC”) released its Policy on Removing the “Canadian Experience” Barrier (the “Policy”) barrier. The purpose of the Policy is to address the fact that new immigrants, with university educations and/or work experience, are denied opportunities for jobs or career advancement because they lack “Canadian Experience” (i.e. Canadian based work experience) and their foreign educational qualification or work experience are not recognized.

Article by Simon Heath, BA, MIR, LLB, Heath Law / Employee Relations, Employment Standards, Human Rights, Immigration / accreditation requirement, ancestry, anti-discrimination policy, Canadian based work experience, canadian employment law, Canadian experience, Canadian experience barrier, Canadian Experience Class, colour, discrimination, employment law, ethnic origin, foreign education, hiring, HR Law, human rights code, human rights tribunal, immigrants, job opportunities, jobs or career advancement, obstacles immigrants face in securing employment, Ontario human rights commission, place or origin, policy, Policy on Removing the “Canadian Experience” Barrier, prohibited grounds, race, recruiting, recruitment, selection, Work experience

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