From: Policy on competing human rights
Over the past several years, the OHRC has taken many steps to advance understanding of how best to address competing rights. In 2005, the OHRC began the dialogue by releasing a research paper entitled, Balancing Conflicting Rights: Towards an Analytical Framework.[97] The paper provided the public with preliminary information that would promote discussion and further research without taking any firm policy positions.
Ontario’s pioneering Fair Employment Practices Act of 1951 prohibited discriminatory employment practices, and a year earlier the Conveyancing and Law of Property Act was amended to end real estate provisions that required someone buying a house to agree that their property “shall never be sold, assigned, transferred, leased to, and shall never been occupied by any person of Jewish, Hebrew, Semitic, Negro or coloured race or blood.”
From: Guide to your rights and responsibilities under the Human Rights Code
Advertisements for jobs should not refer, directly or indirectly, to prohibited grounds of discrimination. For example, an ad that says “We prefer hiring younger people” is not allowed.[36]
June 21st is important but the years of work and recent report of the Truth and Reconciliation Commission make it painfully clear that one day is not enough.
April 2012 - The main goal of this policy is to provide clear, user-friendly guidance to organizations, policy makers, litigants, adjudicators and others on how to assess, handle and resolve competing rights claims. The policy will help various sectors, organizations and individuals deal with everyday situations of competing rights, and avoid the time and expense of bringing a legal challenge before a court or human rights decision-maker. It sets out a process, based in existing case law, to analyze and reconcile competing rights. This process is flexible and can apply to any competing rights claim under the Canadian Charter of Rights and Freedoms, provincial or federal human rights legislation or another legislative scheme.
Engaging the human rights principles contained in the OHRC Policy statement on human rights in COVID-19 recovery planning will result in evidence- and human rights-informed approaches to recovery planning, policy and program design. Rooting the pandemic recovery in human rights principles and proactively taking equity into account will support governments and service providers in meeting their legal obligations to eliminate discrimination and advance substantive equality.
From: Human Rights at Work 2008 - Third Edition
As is noted in Section IV-1a(v) – “Educate and train employees on policies and procedures,” it is expected that all employees will receive human rights training so that they can know and understand their obligations in the workplace. It is very important that this be done for employees providing services to the public and senior staff responsible for hiring, managing performance, accommodations, discipline and handling human rights concerns. Failing to train these key staff may lead to human rights claims.
