January 2014 - The survey was open from September 5, 2013 and closed October 16th, 2013. A total of 1,719 persons responded to the survey. Survey questions related primarily to (1) the definition and scope of creed rights under the Code; (2) experiences of discrimination based on creed; and (3) accommodation issues and challenges faced by both accommodation seekers and providers.
Janvier 2014 - Au total, 1 719 personnes ont rempli le sondage entre sa date de lancement, le 5 septembre 2013, et sa date de clôture, le 16 octobre 2013. Les questions du sondage portaient principalement sur (1) la définition et la portée des droits relatifs à la croyance aux termes du Code; (2) les expériences en matière de discrimination fondée sur la croyance et (3) les enjeux et défis de l’accommodement auxquels font face les personnes qui cherchent à obtenir des mesures d’adaptation ou sont tenues d’en fournir.
From: Your guide to special programs and the Human Rights Code
Employers, service providers and landlords all have a duty to accommodate the needs of people because of disability, creed, family status and other grounds, to the point of “undue hardship.”
In some cases, what may appear to be a special program is in fact part of the duty to accommodate under the Code. These types of initiatives should not be considered special programs.
From: Your guide to special programs and the Human Rights Code
A good plan for a special program should be developed through consultation. It should identify a rationale, supporting data, eligibility criteria and an evaluation method. With these elements in place, a program may be less likely to face legal challenges by people who think it is discriminatory under Part 1 of the Code, and the program can be better defended as a “special program” if necessary.
Landlords, service providers and other organizations may establish their own special programs. No special or advance approval by the OHRC is needed.
February 2014 - People with mental health disabilities are often among the most vulnerable people in Ontario. Many face a unique set of challenges where they live, in workplaces, or in our communities. When people are in crisis they also present a unique set of challenges to police services when considering the use of force. This leads to many concerns from a human rights perspective. It is not the role of the Ontario Human Rights Commission (OHRC) to comment on individual cases – we leave it to other experts to resolve these. But it is our role to look at common themes and concerns, and offer ways to move forward.
The Ontario Human Rights Commission (OHRC) is releasing a public statement (attached) clarifying the legitimate status of preferential employment and contracting provisions within Impact and Benefit Agreements (IBAs) under Ontario’s Human Rights Code (the Code). Our position is that the preferential employment and contracting provisions in IBAs are consistent with “special programs” under section 14 of the Code.
La Commission ontarienne des droits de la personne publie une déclaration (ci-jointe) clarifiant le statut légitime des dispositions préférentielles en matière d'emploi et d'octroi de contrats que contiennent des ententes sur les répercussions et les avantages en vertu du Code des droits de la personne de l'Ontario (le Code). Nous sommes d'avis que ces dispositions préférentielles constituent des « programmes spéciaux », en vertu de l'article 14 du Code.
February 2014 - People with mental health disabilities are often among the most vulnerable people in Ontario. Many face a unique set of challenges where they live, in workplaces, or in our communities. When people are in crisis they also present a unique set of challenges to police services when considering the use of force. This leads to many concerns from a human rights perspective. It is not the role of the Ontario Human Rights Commission (OHRC) to comment on individual cases – we leave it to other experts to resolve these. But it is our role to look at common themes and concerns, and offer ways to move forward.
From: A policy primer: Guide to developing human rights policies and procedures
From: A policy primer: Guide to developing human rights policies and procedures
Under the Code, organizations are required to prevent and remove barriers and provide accommodation to the point of undue hardship. The principle of accommodation arises most frequently in the context of creed, family status, sex (pregnancy) and disability, as well as age, gender identity and gender expression.
