Harris on Canadian Employment Law

Home › Workplace Human Rights ›Human Rights: Duty to Accommodate: Procedural Human Rights: Duty to Accommodate: Procedural The employer clearly has an obligation to make inquiries as to the employee’s…

Home › Workplace Human Rights ›Duty to Accommodate: General Rules Duty to Accommodate: General Rules The duty to accommodate finds its origin as rebuttal defence to a prima facie case.…

Home › Workplace Human Rights ›Human Rights: Duty to Accommodate Human Rights: Duty to Accommodate Accommodation is the bedrock of the human rights regime. Its purpose is to “ensure that…

Home › Workplace Human Rights ›Protected Human Rights: Age Protected Human Rights: Age Factors As A Proxy for Human Rights Violation An early Ontario decision found for the applicant in…

Home › Workplace Human Rights ›Human Rights Grounds: Dress Code Human Rights Grounds: Dress Code No Adverse Impact - Neutral An employer is allowed to require a dress code such…

Home › Workplace Human Rights ›Human Rights Grounds: Creed or Religious Beliefs Human Rights Grounds: Creed or Religious Beliefs The applicant must establish that he holds a sincere religious conviction.…

Home › Workplace Human Rights ›Human Rights Grounds: Pension Plans & Mandatory Retirement Human Rights Grounds: Pension Plans & Mandatory Retirement Mandatory retirement has been eliminated in most jurisdictions in…

Protected Ground: Marital Status Defining the Term The definition of marital status includes the status of not being married, that is, being single, widowed, divorced, separated or living common law.…

Home › Workplace Human Rights ›Protected Ground: Sexual Harassment Protected Ground: Sexual Harassment The myriad of issues in a sexual harassment case, civil or human rights are reviewed here. Fundamental…

Home › Workplace Human Rights ›Human Rights: Obesity Human Rights: Obesity Need for a Disability Statute Specific The controversy on this subject has centred on whether an underlying disability is…