Our human rights legislation is very clear: you cannot discriminate on the basis of citizenship or country of origin, so you should never have a field on your application form that asks where they're from, you should never be asking whether they are Canadian citizens, and you should never ask that in the hiring process at all.
When companies overlook an over-qualified visible minority for one that’s the “right fit", it can lead to potential discrimination.
Are employers allowed to ask employees to cover up visible tattoos while on the job? Generally speaking, employers are entitled to set the rules of the workplace. However, there must always be a balance between personal rights and legitimate business interests.
Employers are required to accommodate individuals to the point of “undue hardship”, where the need for accommodation relates to a ground protected by human rights legislation.
In the Human Rights Tribunal of Ontario, there is no authority to award costs to a successful party, no matter how frivolous the other party's position may have been.
Employers cannot discriminate based on sex or gender, and so they should be implementing policies that are balanced and in line with current best practices.
Passmore and Illumiti Inc., which was released in November of last year, and is helpful for both employers and employees as it reviews the types of remedies that may be available through the tribunal, as well as how damages are assessed.
Life as a working parent is never an easy balance. While parents from all walks of life manage to make it work out of necessity, there are inevitably some missed piano recitals or sporting events because of work commitments, and conversely missed work opportunities to ensure a cheering and supportive presence at the next hockey game. Yet when that hockey game is actually a doctor’s appointment, and no one else is available to take the child to the appointment, the priorities naturally shift from work to home.
While 2017 brought about sweeping changes to the Employment Standards Act, 2000, 2018...brought about sweeping changes to the Employment Standards Act, 2000. While 2017 brought about employer panic and confusion over the legalization of cannabis, 2018... continued to do much the same. For yet another year, we were treated to several judicial assessments of the enforceability of termination clauses, and we continued to see the quantums of human rights and other damages increase. In a sense, everything old is new again.
The Lawyers of Rudner Law have penned the following open letter regarding the Ontario PC Party Resolution R4.