In this meeting, we discuss recent cases in the accommodation of disabilities, transgender issues, childcare and eldercare.
In this meeting, we discuss recent cases concerning aboriginal students, staff, faculty and other employees.
In this meeting we discuss human rights complaint resolution process, civil actions, the apprehension of bias, establishing Prima Facie racial discrimination as well as workplace violence, harassment and domestic violence.
In this meeting, we discuss recent cases involving Bill 168, as well as cases dealing with students, faculty and staff with mental disabilities Staff with mental disabilities Faculty with mental disabilities
In this meeting, we discuss freedom of speech, family status, racial discrimination, religious accommodation and sexual harassment Investigation
In December 2010, the Human Rights Legislation Group met with Dan Langham (Environmental Health and Safety), Adrian Lahey (Human Resources) and Dave Patterson (Campus Security) to discuss the rights and responsibilities of the University and its employees under the recent amendment to the Ontario Occupational Health and Safety Act. Bill 168 amends the Act to include workplace violence, workplace harassment and domestic violence. Click HERE to access the Queen's page on Bill 168. Diane Kelly then presented four recent cases dealing with employers who failed to protect their employees from workplace violence and harassment and Stephanie Simpson presented a case study involving domestic violence in the workplace.
In September 2010, the Human Rights Legislation Group met with the Sexual Harassment Prevention Coordinator at the Queen's Human Rights Office and the Officer in Charge of the Sexual Assault Unit with the Kingston Police Force. Ms. Coulter presented information on what happens when a member of the University community comes to the Human Rights Office with an issue of sexual assault. Detective Sergeant Bambrick presented information on what happens when a person files a complaint of sexual assault with the Kingston Police Force.
The group was also introduced to a number of legal issues regarding sexual harassment and sexual assault in a University setting.
In April 2010, the Human Rights Legislation Group met with community spiritual leaders who presented information on key faith dates. Units are encouraged to contact the following persons individually should they have questions or concerns about religious-based issues.
Brian Yealland, University Chaplain
Rob Nagus, Director of Queen's Hillel
Bob Lovelace, Professor in Global Studies
Yasin Dwyer, University Imam
The group was also introduced to a number of legal issues regarding religious discrimination and accommodation in a University setting.
Landmark and Recent Decisions (Discrimination)
Landmark and Recent Decisions (Accommodation)
The AODA requires universities to train all persons who represent them in accessible customer service. Queen's, in collaboration with the Counsel of Ontario Universities, has a developed a mandatory training module for staff and faculty.
The Ontario Human Rights Code requires Universities to accommodate its employees with disabilities to the point of undue harship and to provide its students with disabilities with the opportunity to succeed. Plain language guides such as Arbitrator Michael Link's "Disability and the Duty to Accommodate" and the Ontario Human Rights Commission's "Opportunity to Succeed" are now readily available to those wishing to learn more about the issue. In Nov 2009, the Human Rights Legislation Group met to discuss four accessibility/accommodation issues:
Increasingly, employers are recognizing the importance of taking steps to prevent and stop harassment and bullying in the workplace. Plain language guides such as the CCOH's "Bullying in the Workplace" are now readily available to those wishing to learn more about the issue. In March 2009, the Human Rights Legislation Group met to discuss three specific issues related to the rights and responsibilities of employers and employees when faced with a human rights/harassment issue in the workplace: