It is discrimination if you fire, demote or lay off an employee because she is or may become pregnant or she is away on maternity leave or disability leave related to pregnancy. Employers have a duty to accommodate a pregnant woman unless it would cause undue hardship. This may include changing her job duties temporarily or providing time off work.
Employers have a duty to accommodate an employee’s creed to the point of undue hardship, including by providing time off for religious holidays.
a) Federal legislation
i) Canadian Human Rights Act
The Canadian Human Rights Act (“CHRA”) applies to workplaces in federal organizations or industries that are regulated by the federal government. The Ontario Human Rights Code does not apply to such organizations. Both of these laws cannot apply at the same time. If one applies, the other does not.
The choice of incorporating statute does not determine whether a company is provincially or federally regulated. The CHRA covers workplaces such as:
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.
Toronto – A new survey launched today by the Ontario Human Rights Commission (OHRC) asks job seekers and employers to describe how “Canadian experience” requirements in the Ontario job market have affected them. “In our conversations with newcomers, they often talk about the requirement for ‘Canadian experience’ as a big barrier to their entry into the workforce,” commented OHRC Chief Commissioner Barbara Hall, “We want to learn more about how this requirement plays out in real life.”
Toronto – The Ontario Human Rights Commission (OHRC) today released Minds that matter: Report on the consultation on human rights, mental health and addictions. This report outlines what the OHRC heard in its largest-ever policy consultation across Ontario, and sets out a number of key recommendations and OHRC commitments to address human rights issues that affect people with mental health disabilities or 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.
This submission outlines recent developments for the reporting period June 1, 2011 through May 31, 2012 related to discrimination in employment and the Ontario Human Rights Commission’s (the OHRC) mandate. It includes OHRC activities, recent case law and comment regarding relevant ILO Committee observations and direct requests.
May 2012 - What follows is a discussion of significant legal decisions dealing with religious and creed rights in Canada. The focus is on decisions made since the Commission issued its 1996 Policy on Creed and the Accommodation of religious observances. It does not review every decision, but those that may be important from a human rights perspective. In addition to a description of the case law, trends and areas where it is anticipated the case law will continue to evolve or be clarified are identified. The review will form the basis for further research and dialogue concerning the law in Canada as it relates to this significant area of human rights.