From: Guide to your rights and responsibilities under the Human Rights Code
There is a test to decide if the Code requires an employer, service provider (such as the TTC), landlord or other person to accommodate a person with a disability. In this section, “accommodation” means meeting the needs of a person with a disability.
Thank you for this opportunity to provide our comments to the Ministry of Municipal Affairs and Housing’s Land Use Planning and Appeal System Review. Please find attached the Ontario Human Rights Commission’s written submission.
Accommodation rights and responsibilities under the Ontario Human Rights Code.
From: Frequently asked questions
Employers have a duty to accommodate an employee’s creed to the point of undue hardship, including by providing time off for religious holidays.
From: Frequently asked questions
As an employer you have a duty to accommodate employees with disabilities, unless it would cause undue hardship, even if their injury is not work-related.
Rights and responsibilities under the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act (AODA). Intro to the Code and AODA standards and how they work together.
From: Minds that matter: Report on the consultation on human rights, mental health and addictions
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).
From: Minds that matter: Report on the consultation on human rights, mental health and addictions
Work, paid or unpaid, is a fundamental part of realizing dignity, self-determination and a person’s full potential in society. In Ontario, people are protected from discrimination based on disability in employment. Employment includes paid employment, volunteer work, student internships, special job placements, and temporary, contract, seasonal or casual employment. Many consumer/survivors or people with addictions expressed their desire to work or volunteer, but could not without the accommodation they needed.
From: Minds that matter: Report on the consultation on human rights, mental health and addictions
Accommodation for employees with mental health illness in the workplace … isn’t just about hurt feelings, loss of dignity or a feeling of being treated unfair. It is about survival. It can be the straw that breaks you or it can be the hand that saves you. Not being accommodated meant that I had to use all my energy just to cope with the barriers that I identified at work, just to get through the day. At the end of the day, I was so exhausted that I could hardly drive home. – Written submission
