Practice Area: Human Rights

Committee Invites Public Submissions on Proposed Federal Accessibility Legislation – Due October 25, 2018

· 2 min read

As we previously discussed, in June 2018 the federal government introduced Bill C-81, An Act to ensure a barrier-free Canada, accessibility legislation which will apply to certain federally regulated employers. If passed, Bill C-81 will require certain organizations to identify, remove and prevent barriers in the following areas: employment, the built environment, information and communication…

HRTO Dismissal of Application for Delay of One Day Upheld by Appellate Court

· 4 min read

In a useful decision for employers, the Ontario Divisional Court has confirmed that the one-year timeline for filing an application with the Human Rights Tribunal of Ontario (Tribunal) will be strictly enforced. The decision provides a valuable warning to applicants that the time limits required to bring a complaint are indeed requirements and will only…

Sexual Harassment in the Workplace [Video]

· 5 min read

In this #MeToo world, it is important that employers address issues relating to sexual harassment in the workplace in a timely and proactive manner. In this video, Nadine Zacks outlines several best practices for employers, ranging from the development of robust policies to leading by example. She also discusses the importance of providing training to employees and the need to act promptly when responding to allegations of harassment.

Welcome Back to School!

· 14 min read

With this edition of our School Board Update, we’d like to welcome you back to a new school year. In this Update, we discuss a recent policy of the Ontario Human Rights Commission with respect to accessing education for students with disabilities, which notes that while advances have been made in this area, there is still much work to be done.

Lauri Reesor Quoted in Canadian Lawyer InHouse on Sexual Harassment in the Workplace

Hicks Morley’s Lauri Reesor was quoted in the September 2018 edition of Canadian Lawyer InHouse in an article titled, “Navigating Sexual Harassment in a #MeToo World.” With the initiation of the #MeToo movement, allegations of sexual harassment are being brought forth exposing high-profile individuals at an unprecedented rate. Lauri notes that she is “seeing an increase in the number of internal complaints that are being made” involving corporations. “People are feeling empowered to come forward.” This opens an organization’s policies, procedures and investigative techniques to scrutiny.

Chambers Canada 2019 Guide Recognizes Hicks Morley for Employment and Labour, Pensions and Benefits, and Privacy and Data Protection

Hicks Morley has been recognized in Chambers Canada 2019 Guide for Employment & Labour – Nationwide and Ontario, and Pensions & Benefits – Nationwide. The firm receives praise from clients for giving “sound advice and explaining things in a business-friendly way,” as well as for its “very strong bench” as well as its “technical expertise and promptness.”

Congratulations to our lawyers who have been recognized as notable practitioners in Chambers Canada 2019.

Cannabis in the Workplace: Workplace Policy [Video]

· 5 min read

In light of the upcoming legalization of recreational cannabis, it is critical that employers review all current policies to determine whether revisions are required. In this video, Jacqueline Luksha reviews key features of a Drug and Alcohol policy related to cannabis in the workplace. She also discusses the importance of training regarding cannabis use, and touches on policies dealing with accommodation requests.

Amanda P. Cohen

Amanda provides advice and representation to employers and management in both the private and public sectors on a wide range of labour, employment and human rights issues including grievance arbitrations, collective bargaining, labour disputes, occupational health and safety, human rights and accommodation, and employment standards.

Successful motion to dismiss an action bought by an employee of a technology company, seeking damages for defamation, misrepresentation of fact, abuse of authority, abuse of process, negligent investigation, loss of employment opportunities, loss of reputation, subsequent loss of income, and constructive dismissal, for improper service and for failure to disclose a reasonable cause of action.

Successful motion to dismiss an action bought by an employee of a technology company, seeking damages for defamation, misrepresentation of fact, abuse of authority, abuse of process, negligent investigation, loss of employment opportunities, loss of reputation, subsequent loss of income, and constructive dismissal, for improper service and for failure to disclose a reasonable cause of…