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1. 7. Pay, benefits, dress codes and other issues

   From: Human Rights at Work 2008 - Third Edition

   a) Human rights training and education for employees

   As is noted in Section IV-1a(v) – “Educate and train employees on policies and procedures,” it is expected that all employees will receive human rights training so that they can know and understand their obligations in the workplace. It is very important that this be done for employees providing services to the public and senior staff responsible for hiring, managing performance, accommodations, discipline and handling human rights concerns. Failing to train these key staff may lead to human rights claims.

2. 6. Requesting job-related sensitive information

   From: Human Rights at Work 2008 - Third Edition

   The following types of information should only be requested if they are bona fide requirements because of the nature of the job. Due to the sensitive nature of this information, only request it after making an offer (preferably in writing) of employment:

3. 5. Interviewing and making hiring decisions

   From: Human Rights at Work 2008 - Third Edition

   This section describes the human rights issues that commonly arise in interviews, some of the types of questions that may or may not be asked, and how to make hiring decisions that do not contravene the Code. Supervisors, managers and human resources staff who are responsible for making hiring decisions must be trained and educated to identify and eliminate discrimination, harassment and barriers to advancement for persons protected by the Code.

4. 4. Legal responsibility for human rights at work

   From: Human Rights at Work 2008 - Third Edition

   a) Employers

   Employers have the primary obligation to make sure their workplace is free from discrimination and harassment. Employers are expected to proactively provide a workplace where human rights are respected and employees afforded equal opportunities. This includes working with unions to negotiate collective agreements that are consistent with the Code.

5. 3. Grounds of discrimination: definitions and scope of protection

   From: Human Rights at Work 2008 - Third Edition

   This section describes specific parts of each of the grounds of the Code, and highlights points that are distinctive or particular to each of the grounds.

6. 2. What is "discrimination"?

   From: Human Rights at Work 2008 - Third Edition

   a) Defining discrimination

   Discrimination is not defined in the Code but usually includes the following elements:

7. 3. How the Code is set up

   From: Human Rights at Work 2008 - Third Edition

   The Code is divided into an introductory section followed by five parts. Part I sets out basic rights. Part II explains how to interpret and apply the Code. Part III explains the role and structure of the Commission, and Part IV explains how the Code is enforced, including remedies. Finally, Part V deals with general matters including the supremacy of the Code.

8. 6. Asian Canadian Angler Inquiry Commitments

   From: Fishing without fear: Report on the inquiry into assaults on Asian Canadian anglers

   	Organization	Commitments Proposed	Agreements Reached	Response/Anti-Racism Initiatives Pursued*
   1	Association of Municipalities of Ontario (AMO)

9. Alternative voting methods – an OHRC letter to Elections Ontario

   Dear Mr. Essensa, Thank you for the opportunity to meet earlier this month regarding Elections Ontario’s review and public consultation on alternative voting methods involving internet and telephone voting technologies. The Ontario Human Rights Commission supports these forms of accessible voting as well as the eight electoral principles identified by Elections Ontario.

10. Discrimination experienced by Muslims in Ontario

    From: Creed, freedom of religion and human rights - Special issue of Diversity Magazine - Volume 9:3 Summer 2012

    Although Muslims have been living for decades in Canada, they became highly visible in the public eye after the terrorist attacks of September 11, 2001. Over the past decade, they have experienced increased scrutiny, negative stereotyping and discrimination as a result of pre-existing perceptions of Muslims as “different” from the rest of Canadian society, along with negative associations of their communities with violence and terrorism. Based on preliminary analysis of the data from a community research study, this paper discusses Islamophobia in Ontario society as part of the everyday experiences of Muslims living in Toronto and the GTA.

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