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  1. Example 5 - Code right v. common law right: Temporary sukkah hut on condo balcony

    From: Competing Human Rights

    Temporary sukkah hut on condo balcony

    Photo of a balcony with a sukkah hut built on it.

    Here is an example of a Code right (creed) versus a common law right (right to peaceful enjoyment of property).

    In this example, a Jewish family is asked to remove a sukkah hut that they placed on their condominium balcony for religious celebration. The sukkah hut would normally stay up for nine days.

  2. Together the OHRC and the OFIFC take steps towards reconciliation

    July 10, 2017

    LONDON – On July 8, 2017, the Ontario Human Rights Commission (OHRC) and the Ontario Federation of Indigenous Friendship Centres (OFIFC) signed an agreement with the ultimate goal of ending anti-Indigenous discrimination in Ontario. This agreement sets the stage for future collaboration with urban Indigenous communities that is based on trust, dignity, respect, and a shared commitment to reconciliation and substantive equality.

  3. Eliminating discrimination to advance the human rights of women and transgender people

    From: OHRC policy position on sexualized and gender-specific dress codes

    March 8, 2016 - Through its public education, policy development, outreach and litigation functions, the Ontario Human Rights Commission (OHRC) continues to work with community partners to challenge gender inequality and promote and advance the human rights of women and trans people in Ontario. Here is some of the work the OHRC has done in the past year:  

  4. III. Background and context

    From: Human rights and creed research and consultation report

    This section examines broader underlying trends shaping contemporary forms of discrimination because of creed. While the OHRC seeks to combat prejudice and intolerance based on creed, and related -isms and -phobias, by educating the public, not all of the issues discussed below can be dealt with under the Code. The Code only prohibits incidents of discrimination and harassment based on creed in specified “social areas.” These areas are:

  5. 8. Meeting the accommodation needs of employees on the job

    From: Human Rights at Work 2008 - Third Edition

    a) Duty to accommodate to the point of undue hardship

    The Code requires an effort, short of undue hardship, to accommodate the needs of persons who are protected by the Code. It would be unfair to exclude someone from the workplace or activities in the workplace because their Code-protected needs are different from the majority. The principle of accommodation applies to all grounds of the Code, but accommodation issues in employment most often relate to the needs of:

  6. Statement from the Ontario Human Rights Commission on the recent attack on the Islamic Cultural Centre of Quebec City

    February 15, 2017

    Beyond remorse – to action. It has now been two weeks since the tragic attack on a Quebec City mosque. Many individuals and organizations across Canada properly voiced their outrage, their sorrow and their support for our Muslim neighbours. But there is more to be done – and this is the time to do it. Taking lasting action is the best way to remember and honour the victims. First, we must acknowledge that Islamophobia is real, and is embedded across our society including right here in Ontario.

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