Family status – a ground of discrimination just like any other
Some recent cases make the message to employers very clear: employers cannot minimize or ignore requests for accommodation on the basis of family status. The requests must be treated in the same way as requests for accommodation based on any other protected ground in the human rights legislation.
Christina Catenacci, BA, LLB, LLM, PhD
2 minutes read
February 4, 2011
How to decide if a religious belief should be accommodated
Under human rights legislation in all jurisdictions in Canada, employers cannot ignore the religious needs or observances of employees but must work with employees to try to accommodate them. In addition, the Canadian Charter of Rights and Freedoms protects freedom of religion and expression…
Ted Kenney
Slaw: The boundaries’ of the N-word in employment
Can an employer fire a white employee for using the n-word if it lets black employees say it?
Ted Kenney
Dealing with an employee’s extended absence due to illness
Employers are often faced with the prospect of dealing with an employee who is required to be absent from work for an extended period of time due to an illness. Employers must tread a fine line in determining when the employee is able to return to work and on what basis.
Earl Altman
Employers discussing employee medical condition with other employees
In general, an employer, manager, supervisor or HR professional discussing an employee’s medical condition with other employees is just plain inappropriate…
Ted Kenney
Employer’s duty to accommodate an employee’s illness
I am often asked by HR Managers and other supervisory personnel how long an employee can be off work due to illness before he is deemed to have abandoned his position. Many HR people question whether they have to retain the opening indefinitely where there is no reliable prediction as to when an employee will return to work. The issue is important in that…
Earl Altman
Employees who hate working…a human rights issue?
An employee who hates working and being managed by his or her supervisor – Can this become a human rights issue in the workplace? Well it depends!
Christina Catenacci, BA, LLB, LLM, PhD
Managing absenteeism – Learn the latest!
The third session at First Reference’s Ontario Employment Law Conference on June 2, 2010, covers managing absenteeism. When dealing with absenteeism, employers must respect the protected leaves under the Employment Standards Act, as well as the accommodation rules found under the Human Rights Code and Workplace Safety and Insurance Act.
Christina Catenacci, BA, LLB, LLM, PhD
Human rights law update – News from the front
New human rights procedures came into effect in Ontario in mid-2008, and we’re beginning to see the results of the changes. Session Two at First Reference’s Ontario Employment Law Conference, June 2, 2010, will look at the following topics…
Adam Gorley