Human Rights Tribunal of Ontario decisions & settlements
From: Annual report 2003-2004
Decisions |
Grounds |
---|---|
St. Hill v. VRM Investments Ltd., et al. |
family status |
From: Annual report 2003-2004
Decisions |
Grounds |
---|---|
St. Hill v. VRM Investments Ltd., et al. |
family status |
From: Annual Report 2015 - 2016: Reconnect. Renew. Results.
Many restaurants and bars still require women to dress in high heels, tight dresses, low-cut tops and short skirts. Human rights decisions have found these policies and practices to be discriminatory. They make employees more vulnerable to sexual harassment, contribute to discriminatory work environments and exclude people based on sex, gender identity or expression and creed.
From: Policy on preventing discrimination based on mental health disabilities and addictions
The ultimate responsibility for maintaining an environment free from discrimination and harassment rests with employers, housing providers, service providers and other responsible parties covered by the Code. It is not acceptable to choose to stay unaware of discrimination or harassment of a person with a mental health disability or addiction, whether or not a human rights claim has been made.
From: Annual report 2007-2008
HRTO FINAL DECISIONS |
GROUNDS |
Bekele v. Cierpich |
race, colour, ethnic origin |
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.
From: Policy on preventing sexual and gender-based harassment
Section 10 of the Code defines harassment as “engaging in a course of vexatious[8] comment or conduct that is known or ought to be known to be unwelcome.” Using this definition, more than one event must take place for there to be a violation of the Code.[9] However, depending on the circumstances, one incident could be significant or substantial enough to be sexual harassment.
June 2014 - People with mental health issues and addictions are a diverse group, and experience disability, impairment and societal barriers in many different ways. Disabilities are often “invisible” and episodic, with people sometimes experiencing periods of wellness and periods of disability. All people with disabilities have the same rights to equal opportunities under the Code, whether their disabilities are visible or not.
From: Annual report 2004-2005
Final Decisions |
Grounds |
Colvin and Jackson v. Hillcrest Variety, Gillies (complaint successful) |
ex, sexual sollicitation, harassement |
Henry v. Mrs Beasley’s Bake Shop Inc., Kuntz (complaint dismissed) |
2015 - The Ontario Human Rights Code is a provincial law that gives everybody the right to be free from discrimination in five parts of society – called social areas – based on one or more grounds. The five social areas are: employment, housing, services and facilities (such as education, health care, police, government, shops or restaurants), unions and vocational associations, and contracts or agreements.
June 2014 - People with mental health disabilities or addictions face many kinds of barriers every day. These could be attitude, communication, physical or systemic barriers. Organizations should identity and remove barriers voluntarily instead of waiting to respond to individual accommodation requests or complaints. Effective inclusive design reduces the need for people to ask for individual accommodation. Organizations, including government, should use the principles of inclusive design when creating policies, programs, procedures, standards, requirements and facilities.