From: Policy on preventing discrimination based on mental health disabilities and addictions
The OHRC’s previous work on disability has addressed discrimination against persons with mental disabilities and/or addictions. The OHRC’s Policy and guidelines on disability and the duty to accommodate (Disability Policy)[16] recognizes that people with mental disabilities face a high degree of stigmatization and significant barriers to employment opportunities.
From: Les droits de la personne au travail 2008 - Troisième édition
Bien que ce terme ne soit pas défini dans le Code, on entend généralement par « discrimination » le fait :
From: Human rights and mental health research and policy consultation paper
From our research so far, we heard that many people don’t know they have the right to be free from discrimination in rental housing, employment and services because of a mental health disability or addiction. Many don’t know how to ask for help or how they can enforce their rights.
From: Policy on drug and alcohol testing 2016
Drug and alcohol testing is a concern for Ontario employers that have safety-sensitive operations, or that are subject to U.S. regulatory requirements (e.g. the trucking industry)[12] or to the policies of U.S. affiliates with “zero tolerance” for the consumption
From: Human Rights at Work 2008 - Third Edition
All jobs include performing certain tasks that may be considered requirements. A requirement, qualification or factor that is neutral and non-discriminatory on its face, may nonetheless exclude, restrict or prefer some persons because of a ground set out in the Code. This is often called "adverse effect” or "constructive" discrimination and is prohibited under section 11 of the Code. See also Section III-2g) – “Workplace rules that are not bona fide”.
From: Human Rights at Work 2008 - Third Edition
In employment, several laws may apply at the same time as the Code, with overlapping or parallel responsibilities. Knowing which laws apply and why they apply will help you know how best to handle situations that may arise in your workplace. Appendix B summarizes the most common areas of overlap between human rights legislation and other laws.
From: Policy on Removing the “Canadian experience” barrier
Many immigrants who have chosen Canada as their home have settled in Ontario. Statistics Canada reports that in Toronto, “almost half of the population (47.3%) is foreign born, the highest share for any major city in the developed world, including New York, Miami and Sydney.”[18]
From: Human Rights at Work 2008 - Third Edition
Discrimination is not defined in the Code but usually includes the following elements:
From: Policy and guidelines on disability and the duty to accommodate
Section 10 (1) of the Code defines “disability” as follows:
“because of disability” means for the reason that the person has or has had, or is believed to have or have had,
From: Policy on ableism and discrimination based on disability
Defining disability is a complex, evolving matter. The term “disability” covers a broad range and degree of conditions. A disability may have been present at birth, caused by an accident, or developed over time. Section 10 of the Code defines “disability” as:
