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OHRC and HRPA webinar on preventing discrimination based on creed

Webinar Information

OHRC and HRPA webinar on preventing discrimination based on creed

Preventing discrimination based on creed webinar

April 13, 2016 at 12:00 pm

30 minutes

OHRC and HRPA webinar on preventing discrimination based on creed for HR professionals.

English

Example 5 - Code right v. common law right: Temporary sukkah hut on condo balcony

From: Competing Human Rights

Temporary sukkah hut on condo balcony

Photo of a balcony with a sukkah hut built on it.

Here is an example of a Code right (creed) versus a common law right (right to peaceful enjoyment of property).

In this example, a Jewish family is asked to remove a sukkah hut that they placed on their condominium balcony for religious celebration. The sukkah hut would normally stay up for nine days.

Example 4 - Code right v. Charter right: Employer distributing Bibles and religious advice

From: Competing Human Rights

Employer distributing Bibles and religious advice

Here is an example of a Code right (creed) versus a Charter right (freedom of religion and expression).

encourages them to attend church meetings, gives each a Bible as a gift for Christmas and asks them if they share his opinions on a variety of matters. Employees have made it clear that they do not welcome or appreciate his comments and conduct in their workplace and that they plan to file a claim under the Ontario Human Rights Code. This could be argued as a competing rights situation because:

Example 3 - Code right v. Code right: Muslim barber and woman denied service

From: Competing Human Rights

Muslim barber and woman denied service

Read the following excerpt from a news clipping about a competing rights case. This is an example involving two Code grounds – creed versus sex. When you’re finished reading, answer the questions at the bottom of the page.

You can also watch this CTV news video about the case.

OHRC policy position on sexualized and gender-specific dress codes

March 8, 2016 - Some Ontario employers require female employees to dress in a sexualized or gender-specific way at work, such as expecting women to wear high heels, short skirts, tight clothing or low-cut tops. These kinds of dress codes reinforce stereotypical and sexist notions about how women should look and may violate Ontario’s Human Rights Code.

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