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  1. 10. Specific cases

    From: Policy on preventing discrimination based on creed

    10.1 Creed-based holidays, leaves and ritual observances

    Work and service schedules in Ontario have traditionally been structured around a Christian calendar. Many creeds require their members to engage in specific acts of worship and celebration at particular times of the day, week or year. When these observances do not coincide with existing work or service schedules, break times and statutory holidays, people may be adversely affected.

  2. 10. The duty to accommodate

    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

  3. 10. Training, promotions and advancement

    From: Human Rights at Work 2008 - Third Edition

    a) Training and mentoring

    Organizations benefit from having a workforce where all employees are motivated to learn, enhance their skills and make greater contributions to the organization’s success. The costs of not providing equal access to training or other learning opportunities can be significant. In addition to potential liability under the Code, affected employees fall farther behind over time and may be less able to advance compared to colleagues who have had training opportunities.

  4. 11. Accommodations

    From: Right to Read inquiry report

    Introduction

    As discussed in section 8, Curriculum and instruction, the Ontario curriculum should incorporate a universal approach to reading instruction that includes systematic, explicit instruction in foundational word-reading skills. Schools should supplement this universal approach with evidence-based reading interventions (discussed in section 10, Reading interventions), for students who require more support to learn to read.

  5. 11. Corporate liability

    From: Policy on preventing discrimination because of pregnancy and breastfeeding

    Organizations have a legal duty and ultimate responsibility to maintain an environment free from discrimination and harassment because of sex. They must take steps to prevent and respond to violations of the Code or they may be held liable and face monetary penalties or other orders from a tribunal or court.

    It is unacceptable to choose to remain unaware, ignore or fail to address potential or actual human rights violations, whether or not a complaint is made.[164]

  6. 11. Gestion du rendement et des mesures disciplinaires

    From: Les droits de la personne au travail 2008 - Troisième édition

    La Commission reconnaît le droit des employeurs de gérer leur personnel et, au besoin, de prendre des mesures disciplinaires. À cet égard, la pratique exemplaire consiste à employer une méthode de gestion progressive du rendement, uniforme et documentée, qui tient compte des besoins d’adaptation des employés.

  7. 11. Housing

    From: Minds that matter: Report on the consultation on human rights, mental health and addictions

    The lack of affordable and suitable housing across Ontario was raised by individuals with mental health and addiction disabilities, and organizations. Statistics Canada’s 2006 Participation Activity Limitation Survey (PALS) shows that in Ontario, people with “emotional” disabilities are more likely to be in core housing need than the non-disabled population and people with other types of disabilities.

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