7. Organizational process for addressing competing rights
From: Policy on competing human rights
From: Policy on competing human rights
From: Policy on competing human rights
This section is based on a framework for addressing competing rights that the OHRC developed based on international human rights principles, case law, social science research, and consultation with community partners and stakeholders.[79] The framework is set out in a summarized chart form at Appendix C.
From: Human Rights at Work 2008 - Third Edition
The right to “equal treatment with respect to employment” protects persons in all aspects of employment, including applying for a job, recruitment, training, transfers, promotions, terms of apprenticeship, dismissals, layoffs and terminations. It also covers rate of pay, codes of conduct, overtime, hours of work, holidays, benefits, shift work, performance evaluations and discipline. A fundamental starting point for complying with the Code in relation to all of these is to have a workplace setting where human rights are respected and applied.
2012 - The Ontario Human Rights Code (the Code) provides for equal rights and opportunities, and freedom from discrimination. The Code recognizes the dignity and worth of every person in Ontario. It applies to the areas of employment, housing, facilities and services, contracts, and membership in unions, trade or vocational associations. Under the Code, every person has the right to be free from racial discrimination and harassment.
From: Annual Report 2011-2012 - Human rights: the next generation
From: Policy and guidelines on disability and the duty to accommodate
The best defence against human rights claims is to be fully informed and aware of the responsibilities and protections included in the Code. Organizations can achieve this by developing disability accommodation policy and procedures as well as by conducting an accessibility review.
From: Human rights and policing: Creating and sustaining organizational change
Over the last few years, new strategies to support human rights organizational change in policing organizations have been developed. This section describes some of the key actions that were taken during the Toronto Police Service Human Rights Project, but many have also been used in various shapes and forms by other police organizations.
From: Anti-racism and anti-discrimination for municipalities: Introductory manual
Look at successful efforts by other municipalities as a starting point for anti-racism and anti-discrimination activities for your municipality. This section covers five key areas:
From: Policy and guidelines on racism and racial discrimination
There are many tools available to assist employers in engaging in employment systems reviews to identify systemic barriers to racialized persons as well as others identified by Code grounds such as women and employees with disabilities.
From: Policy and guidelines on racism and racial discrimination
It is a common misperception that the Code prohibits the collection and analysis of data identifying people based on race and other Code grounds. Many individuals, organizations and institutions mistakenly believe that collecting this data is automatically antithetical to human rights.