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  1. Human rights obligations related to pregnancy and breastfeeding: Case law review

    October 2014 - This case law review looks at important developments in the law dealing with discrimination based on pregnancy and breastfeeding between 2008 and January 2014.[1] The discussion of the law in Ontario is intended as a resource, to be read along with the Ontario Human Rights Commission’s Policy on Preventing Discrimination because of Pregnancy and Breastfeeding (the Policy)[2], about the rights of women[3] who are pregnant, planning to become pregnant, who have had a baby or who are breastfeeding. However, it is not legal advice.

  2. Employment and contracting provisions in Impact and Benefit Agreements are special programs under Ontario’s Human Rights Code

    February 2014 - Impact and Benefit Agreements (IBAs) are becoming an industry standard for resource development projects that are located on or impact Aboriginal Peoples’ traditional lands and rights. The agreements often contain employment and contracting provisions that give priority for training, hiring and contracting to Aboriginal Peoples.When Aboriginal governments choose to enter into IBAs, the Ontario Human Rights Commission (OHRC) supports developing and implementing preferential employment and contracting provisions in IBAs, to address historical disadvantage and promote substantive equality for Aboriginal Peoples in Ontario.

  3. Employers get expert help on human rights in the workplace

    November 5, 2008

    Toronto – The new edition of a human rights handbook will help employers put human rights into action. The Ontario Human Rights Commission today released the newly-updated third edition of Human Rights at Work. This plain-language guide includes examples, best practices, sample forms and other resources to help people develop and maintain inclusive, respectful workplaces that meet the standards of the Ontario Human Rights Code.

  4. Removing the “Canadian experience” barrier – A guide for employers and regulatory bodies

    July 2013 - When an employer requires people applying for jobs to have “Canadian experience,” or where a regulatory body requires “Canadian experience” before someone can get accredited, they may create barriers for newcomers to Canada. Requiring “Canadian experience” could violate the Ontario Human Rights Code (the Code), which protects people from discrimination based on grounds such as race, ancestry, colour, place of origin and ethnic origin.

  5. Dress Code checklist for employers

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

    Removing barriers based on sex and gender

    This checklist can help organizations make sure that their dress codes and uniform policies are consistent with Ontario’s Human Rights Code protections relating to sex and gender, as set out in the OHRC’s Policy position on sexualized and gender-specific dress codes.

    Dress codes/uniform policies should:

  6. Strengthening Bill 3 (“Pay Transparency Act”) to protect human rights

    April 18, 2018 - The Ontario Human Rights Commission (OHRC) welcomes the opportunity to provide comments on Bill 3, An Act respecting transparency of pay in employment (the Bill). The OHRC is encouraged by the Bill’s potential to narrow the persistent gender pay gap and other employment discrimination. To be most effective, the draft legislation requires amendments as outlined below.

  7. Landmark human rights case settled

    August 27, 2011

    Toronto – A settlement has been reached in the longest-running human rights case in Canadian history. The case of Michael McKinnon v. the Ontario Ministry of Correctional Services concerned discrimination on the basis of Aboriginal ancestry and has become the leading Canadian case on human rights remedies in race discrimination. The original complaint by Mr. McKinnon, a correctional officer working in the Ministry, was filed in 1988 and has now been settled after 23 years.

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