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transgendered

By Alison J. Bird | 4 Minutes Read February 11, 2013

What are an employer’s human rights obligations with respect to gender identity?

Across Canada, there is a trend in human rights law to increase protections for transgendered individuals. Last year, Ontario and Manitoba joined the Northwest Territories in expressly including “gender identity” as a prohibited ground of discrimination under their human rights legislation. Ontario also included “gender expression” as a prohibited ground. In addition, Nova Scotia in 2012 added “gender identity” and “gender expression” to its Human Rights Act to protect transgendered persons from discrimination.

Article by Alison J. Bird / Employee Relations, Human Rights / access to washroom or changing facilities, availability of leave for treatment related to gender identity, discrimination, Dismissal, dress codes, duty to accommodate, employment law, formal human rights policy, gender, gender assigned at birt, gender expression, gender identity, harassment, human rights code, human rights commissions, human rights legislation in Canada, human rights tribunals, investigate and respond to her allegations of discrimination, legal obligation to not discriminate against transgendered persons, manitoba, medical or legal documentation, non-discriminatory environment, Nortwest Territories, Nova Scotia, ontario, poisoned work environment, policies and practices, prohibited ground, sex assigned at birth, the duty to accommodate to the point of undue hardship, transgendered, transgendered persons, undue hardship, workplace investigation

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | < 1 Minute Read July 19, 2012

Most-viewed articles this week on HRinfodesk

Gender identity and access to women’s washroom facilities

Would it be discriminatory to prohibit a pre-operative, male-to-female transsexual from entering a women’s washroom? The answer should be of interest to any employer or business offering services or accommodation to the public. (In PDF)

Performance review must take into consideration a person’s disability

An employer discriminated against an employee when a manager negatively evaluated the employee without considering how the employee’s disability, type II diabetes, affected the employee’s performance. Unfortunately, this appraisal formed the basis for termination…

Events leading up to human rights complaint were relevant

The Canadian Human Rights Tribunal just dismissed a motion by an employer to limit the tribunal’s inquiry surrounding an employee’s human rights complaints based on the grounds of race and national/ethnic origin and retaliation.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employment Standards, Human Rights / consideration, Disability, duty to accommodate, employment law, gender identity, human rights complaints, National origin, performance review, race, termination, transgendered, transsexual

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | < 1 Minute Read July 5, 2012

Slaw: Human Rights legislation to include gender identity in Manitoba and Ontario, among others

Both Manitoba and Ontario recently added gender identity and gender expression to their human rights legislation as prohibited grounds of discrimination.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Human Rights / discrimination, employment law, equal treatment without discrimination, gender expression, gender identity, human rights code, protected characteristics, protected grounds, Right to be Free from Discrimination and Harassment, transgendered

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