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  1. 13. Ending the employment relationship

    From: Human Rights at Work 2008 - Third Edition

    There are many instances when it will be appropriate and non-discriminatory for an employment relationship to end, whether through termination, layoffs, surplus decisions, early retirement or an employee’s resignation. In all of these, a key consideration is to make sure that the end of the employment relationship is not linked to, based on or tainted by discrimination. This consideration applies even if employees are dismissed during a probationary period or are not retained at the end of a probationary period.

  2. 13. Preventing and responding to discrimination

    From: Policy on preventing discrimination because of gender identity and gender expression

    13.1 Organizational reviews, policies and education

    Corporate liability involves more than individual instances of discrimination and harassment. Organizations also risk violating the Code if they do not address underlying problems such as systemic barriers, a poisoned environment or an organizational culture that condones discrimination.

    There are several steps organizations can take to make sure they are following the Code and human rights principles related to gender identity and expression. Strategies can include developing and implementing:

  3. 13. Services

    From: Minds that matter: Report on the consultation on human rights, mental health and addictions

    Under the Code, service providers have a duty to provide services that are free from discrimination and harassment. “Services” is a very broad category and includes services designed for everyone (shops, restaurants or education), as well as those that apply specifically to people with mental health disabilities and addictions (the mental health system or addiction treatment centres).

  4. 2. Arguments for not limiting the definition of creed to religion and including secular ethical and moral beliefs

    From: Human rights and creed research and consultation report

    2. 1. Principles of statutory construction and interpretation

    Some of the main arguments for not limiting the OHRC policy definition of creed to religion are derived from principles of statutory construction and interpretation. Among those discussed below include:

  5. 2. Getting started – developing a plan

    From: Anti-racism and anti-discrimination for municipalities: Introductory manual

    Develop a plan: Interested in starting initiatives to raise awareness about discrimination? Interested in addressing diversity issues or promoting inclusion, or anti-racism and anti-discrimination practices? If you are, you start by developing a plan of action that meets the needs. A plan is a “must” for anti-racism work because it encourages a sustained commitment and awareness; anti-racism work is not a one-time event.

  6. 2. Identifying sexual harassment

    From: Policy on preventing sexual and gender-based harassment

    2.1 Defining sexual 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.

  7. 2. Purpose of the Policy

    From: Policy on discrimination and harassment because of gender identity

    This policy sets out the position of the OHRC with respect to gender identity and is intended to help the public understand how the Code protects against discrimination and harassment because of gender identity and to assist employers and providers of services and accommodation to understand their responsibilities under the Code. The policy also can be used for educational initiatives such as the development of training materials and the revision of anti-discrimination and harassment policies so that they include gender identity.

  8. 2. Purpose of this policy

    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.