Sentences with phrase «accommodate under the code»

I'm not being asked to acknowledge my duty to accommodate under the Code within my workplace», I'm being asked to acknowledge my purported obligation to promote «equality, diversity and inclusion generally».

«the lawyers involved indeed have a duty to accommodate under the Code within their workplaces, which again is the primary thrust of the Statement.»

You're still going in circles when you say that «It may well be that the purpose of the duty of accommodation is to «promote equality», it doesn't follow that lawyers have a duty to promote equality...» The lawyers involved indeed have a duty to accommodate under the Code within their workplaces, which again is the primary thrust of the Statement.

Organizations must consider strategies to avoid undue hardship and meet their duty to accommodate under the Code.

Not exact matches

In this case, the Tribunal addressed two applications against a school board in which a parent alleged discrimination and failure to accommodate his children's respective disabilities under Ontario's Human Rights Code (the «Code»).

In my view, the issue is not whether the respondent infringed the applicant's rights under the Code by «failing to accommodate» him.

If a person establishes that he or she has experienced disadvantageous treatment because of a prohibited ground, then, at that point, the respondent can avoid liability under the Code if it can justify the disadvantageous treatment, including by establishing that the individual's Code - related needs could not be accommodated without undue hardship (see s. 11 and s. 17 of the Code, as well as Baber v. York Region District School Board, 2011 HRTO 213 (CanLII) at para. 88 to 95).

Furthermore, in certain cases, such as alcohol or substance abuse, an employer may be expected to accommodate the employee since such substance abuse may be a disability that prohibits the employer from terminating the employee under the Human Rights Code or Canadian Human Rights Act.

The 2006 Homelessness Code was correct to advise that, once it appeared to the housing department of a local authority that a 16 - or 17 - year - old might be homeless, that authority should accommodate her under s 188 pending clarification of whether the local children's services authority owed a duty to provide her with accommodation under s 20.

This decision is the latest in a series of cases, rendered both under the Ontario Human Rights Code and the CHRA, that have considered the issue of accommodating childcare requirements within the context of scheduling work hours.

The new policy statement is especially topical for employers, who have a statutory duty under Ontario's Human Rights Code to accommodate employees with respect to disability to the point of undue hardship.

This award confirms that the duty to accommodate under the Human Rights Code may extend to allergic reactions that can be caused by scented products in the workplace.

Even where a causal connection between a proven disadvantage and a proven disability has been established, the employer may still avoid liability under the Code by showing that the rule or requirement giving rise to the disadvantage is reasonable and bona fide and that the individual's disability - related needs could not be accommodated without undue hardship.

Under the Ontario Human Rights Code (Code), employers, unions, housing providers and service providers have a legal duty to accommodate the needs of persons with disabilities to the point of undue hardship, to ensure that persons with disabilities have equal opportunities, access and benefits.

All employer's, regardless of size, have a legal duty to accommodate the needs of employee's who have a disability and to give equal access to employees who are protected under the Ontario's Human Rights Code.

(6) When a person who is authorized by a board or by the Commissioner as described in subsection (1) exercises powers under this section with respect to other persons, he or she shall ensure that those persons are accommodated in accordance with the Canadian Charter of Rights and Freedoms and the Human Rights Code, and this includes accommodation in connection with creed or disability.

However, the collective agreement cites obligations under the Ontario Human Rights Code and accounts for situations where accommodating employees with disabilities may override other provisions of the collective agreement.

The employment standard augments the pre-existing obligation under the Ontario Human Rights Code to accommodate employees with disabilities.

In Canada, freedom of religion is protected under various human rights codes across the country that prohibit religious discrimination and make it illegal for governments and private actors to erect religious barriers to employment, housing, or services unless it can be demonstrated that accommodating religious beliefs or practices causes undue hardship.

This recommendation is a reflection of the confusion organizations are having in understanding the differences between the two legal obligations, and how the duty to accommodate under the Ontario Human Rights Code and the AODA overlap and work simultaneously to protect employees with disabilities.

Under HRC, housing providers have a duty to accommodate the code - related needs of tenants, but smokers are not specifically identified as one of the 14 protected grounds.