The Human Rights Tribunal of Ontario (HRTO) has proposed a number of revisions to its rules of procedure which are intended to address delays and reduce its growing backlog of cases.
In this article, we explore five notable cases from 2024 and the key lessons they offer for employers navigating human rights and accommodation issues in the workplace.
An employer failed to protect an employee from assault and sexual harassment in the workplace, and then terminated her employment when she could not return to work due to related mental health disability.
Application alleging sexual harassment and discrimination dismissed for failure to establish nexus between workplace and misconduct.
An employer’s delay in imposing discipline for alleged sexual harassment does not necessarily render the discipline null and void.
A pregnant employee who experienced severe pregnancy related sickness was denied a work from home accommodation. Arbitrator Joy Noonan concludes that there was no discrimination.
A certain amount of offence, annoyance and discomfort can be expected anywhere that human beings interact. The workplace is no different. Not…
The Ontario Court of Appeal has found that requiring a potential employee have “permanent residence” status is discrimination based on citizenship, in…
Remote Work Requests A recent trend facing employers trying to return employees to the office is requests for accommodation to stay remote….
In a recent decision from Arbitrator Larry Steinberg – Iron Forming Inc. v Labourers’ International Union of North America, Local 183 –…
As we previously described in our February Case Law Update, summary dismissal for just cause requires employees to engage in misconduct that…
As we near the end of 2022, vaccine mandate cases continue to evolve with the ever-changing pandemic. In this article, we provide…
