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policy

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

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 5 Minutes Read February 25, 2013

Religious accommodation and safety issues

As we can see by this article, employees requesting a religious accommodation can sometimes conflict with safety issues.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Health and Safety, Human Rights / accommodate the religious beliefs of workers, accommodation, bona fide occupational requirement, company policy, Disability, Disciplinary measures, duty to accommodate, employee discipline, employment law, health and safety legislation, health and safety policy, personal protective equipment, policy, reasonable accommodation, religion, religious accommodation, Religious accommodation and safety issues, religious accommodation can sometimes conflict with safety issues, religious beliefs, religious beliefs of workers, risk assessment, safety-related requirements, undue hardship, valid safety rule

By Christina Catenacci, BA, LLB, LLM, PhD | 6 Minutes Read January 29, 2013

Must vacation time be given in consecutive weeks?

Does your vacation policy require employees to take time off in consecutive weeks? What does the law say? The answer: it depends on the jurisdiction.

Article by Christina Catenacci, BA, LLB, LLM, PhD / Employee Relations, Employment Standards, Payroll / Annual vacation, customary shutdown as vacation, employee handbook, employer can determine when vacation may be taken, employment contract, employment contracts, employment law, Must vacation time be given in consecutive weeks?, Plant shutdown, policies and procedures, policy, scheduling vacation, Statutory Holiday, vacation, vacation policy, Vacations, Vacations must be taken in one two-week unbroken period, year of employment

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