Archive

February 2013 - That CASHRA urge the Government of Canada to work together in partnership with Aboriginal peoples’ organizations to: (1) develop and implement a national action plan that will focus urgent attention on addressing and preventing the root causes of violence against Aboriginal women and girls.

Letter to the editor, National Post - Some people will be amazed by the editorial board’s suggestion that “racism, sexism and homophobia have become rare in Canadian public life.” That is clearly not the experience of young black men or aboriginal people, or of women who are fired when they get pregnant or of LGBT youth bullied at school.

March 2013 - The Ontario Human Rights Commission (OHRC) is pleased to provide input on the City of Toronto’s Draft Zoning By-law. But we remain concerned that some central human rights issues are not addressed.

March 1 2013 - The OHRC recognizes that accessibility requirements have been enhanced with each new edition of the Building Code regulation and welcomes the latest proposal for new barrier-free design requirements. The OHRC also has a number of concerns about the proposed changes as well as additional recommendations for barrier-free requirements in the Building Code regulation.

Opinion Editorial, Globe and Mail - A recent decision by the Supreme Court of Canada was very, well, Canadian. A young Muslim woman wanted to testify in court while wearing her niqab, saying her religious beliefs required it – and that she had the right to do so. The accused objected, claiming their right to a fair trial would be affected if they could not see the face of the witness. Which right trumps the other?

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Kwasi Kafele

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Carol Tator

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Sana Halwani

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by John Samuel Ph.D.

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Dr. Joanna Anneke Rummens

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Gerald Gall

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Fo Niemi

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Frédéric Mégret

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Frances Henry Frances Henry is one of Canada’s leading experts in the study of racism and anti-racism. She has authored or co-authored a number of leading books dealing with racism and Caribbean anthropology. She has been a member of the prestigious Royal Society of Canada since 1989.

(Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Carl James

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Charles C. Smith

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Carol Agocs

Published: December 2004 (Please note: The views and opinions expressed by the author are their own and do not necessarily reflect those of the Ontario Human Rights Commission.) by Bill Black Bill Black is a professor at the U.B.C. Faculty of Law. He was a member of the Canadian Human Rights Act Review Panel and in 1994 wrote a Report on Human Rights in British Columbia. He is a former director of the University of Ottawa Human Rights Research and Education Centre.

Founded in 1964, the University of Guelph (the U of G) includes seven colleges, with programs spanning the natural and physical sciences, social sciences and the humanities. The U of G, which is committed to equity, is ranked as one of Canada's top comprehensive universities because of its dedication to student learning and innovative research.[1]

Ontario’s New Approach to Aboriginal Affairs commits the government to working with Aboriginal leaders and organizations to improve education outcomes among Aboriginal students.[1] The challenge for the Ministry of Education (MOE) in helping Aboriginal students and assessing progress “was the absence of reliable student-specific data on the achievemen

KPMG LLP (KPMG) is the Canadian member firm affiliated with KPMG International, a global network of professional firms providing audit, tax and advisory services to clients in over 140 countries. KPMG in Canada has 33 offices nationally and over 5,000 professional staff.

Commitment and results

This template may be used by an employer or an external investigator hired by an employer to investigate human rights concerns in the workplace. This form is a starting point for planning and conducting an investigation, and should be modified to address the specific issues that arise in individual situations.

This template may be used by an employer to meet Code-related accommodation needs, in consultation and collaboration with the employee. This form is a starting point for discussion and will need to be modified to address the specific issues that arise in individual situations. Additional pages can be added if needed. Electronic copies of this form are available online for download at www.ohrc.on.ca.

For more information, see Section IV-12f) – “Considerations when asking an employee to sign a release.” Tips for parties to a release