INTERNAL GUIDE FOR PROCESSING COMPLAINTS

Size: px
Start display at page:

Download "INTERNAL GUIDE FOR PROCESSING COMPLAINTS"

Transcription

1 INTERNAL GUIDE FOR PROCESSING COMPLAINTS ONTARIO HUMAN RIGHTS COMMISSION MARCH 2007 TABLE OF CONTENTS INQUIRY INTAKE PRIORITY HANDLING PROCEDURE (P.H.P.) WITHDRAWAL & CANNOT OBTAIN EVIDENCE SECTION 34 MEDIATION SETTLEMENT INVESTIGATION CONCILIATION DISCLOSURE REMEDIES RECONSIDERATION SECTION 37 DECISION - MAKING BY THE COMMISSION

2 This document has been prepared to assist Commission staff in the processing and handling of human rights complaints. It is a dynamic document in that it is subject to change as there are new developments or approaches in best practices, computer software, procedures, Commission Policies and the law. It is designed as an internal staff document geared for staff that are familiar with Commission procedures, acronyms and internal systems and has not been formally approved or adopted by the members of the Ontario Human Rights Commission. At all times staff maintain discretion to deal with each complaint in an objective and efficient manner. These recommendations, suggestions or directions are not binding on the Commission or Commission staff in the processing and handling of human rights complaints and should not be relied upon as creating an expectation as to how any particular matter may, or may not, be dealt with. INQUIRY Quality Standards This section on Inquiry operates in conjunction with the Quality Standards for Inquiry, and should considered together with the Inquiry Quality Standards. Click here for the Quality Standards for Inquiry Definition An inquiry refers to any contact made with the Ontario Human Rights Commission (the Commission ) by an individual, group or organization. Inquiries are completely and promptly dealt with by providing information or advice, referral to another agency, or referral to an Intake Officer or other staff of the Commission. An inquiry may require looking up information in a reference manual or placing a telephone call to verify an outside source. Inquiries are documented in the Case Management Information System ( CMIS ) Centralized Inquiry & Intake Services The Commission provides centralized inquiry and intake services to the public. Should individuals request a meeting with the Commission for the purpose of making an inquiry, they will be referred to the Inquiry and Intake Office unless there is an accommodation need, based on a Code ground, identified by the inquirer. The first contact with the Commission can be by telephone, TTY (Teletypewriter), fax, letter, or in person. Therefore, the Inquiry and Intake Office completes all intake work (public inquiries, intake services, complaint packages). Time Frame An inquiry may be made by telephone, TTY, fax, letter, or in person. Telephone calls that must be returned should be handled within the same day and will be handled no later than 48 hours after initial contact. All attempts to contact callers should be documented. Mail will be responded to or handled within 21 calendar days from receipt of the letter. An Inquiry is usually limited to a one-time transaction with the person making the inquiry. A complainant s or respondent s call about the status of a case, is not considered an inquiry as such a call is not documented on file. The Inquiry and Intake Office in Toronto handle all inquiries from across Ontario centrally.

3 How to Handle Inquiries The Inquiry Service Representative will demonstrate keen listening, judgement, assertiveness, sensitivity, patience and diplomacy to persons assessing the Commission s services. The Inquiry Service Representative, however, must not: Attempt to act as counsellor or to in any way be seen to be giving legal advice (e.g., should not say that the person has grounds to fire an employee); Be pressured into prolonging the interview; Give a commitment to attempt to resolve an issue which is outside the scope of the Commission s and the Inquiry Service Representative s mandate; Advise that the complainant has a good complaint, or make any predictions of a possible outcome since the facts are not before the Inquiry Service Representative to make this judgment. Judgement, experience, a blend of sensitivity, good listening skills, assertiveness and diplomacy will be used at all times to ensure that such "advisory" sessions are kept as short as possible. On average, an Inquiry Service Representative should spends 10 minutes or less in responding to a routine inquiry An Inquiry Service representative can apply discretion in handling an inquiry. For example, in a housing or employment complaint where the unit or job is still available or harassment is occurring and the circumstances warrant it, contact with the respondent may be attempted immediately (the same day). This may facilitate the resolution of the complaint by obtaining the apartment or job for the complainant, or stopping the harassment from continuing. Challenging Customers Every person has a right to file a human rights complaint under the Ontario Human Rights Code. However, in the provision of service, staff of the Commission is not required to tolerate verbal and other abuses from customers. There may be occasions when a person making a telephone inquiry is verbally abusive to the Inquiry Service Representative receiving the inquiry and becomes challenging in the transaction. Examples are: the caller is not responding to the assistance provided or not answering questions in a coherent manner, not listening to or adhering to the information provided by the Inquiry Services Representative (ISR) and all attempts to respond professionally to the caller have failed. The ISR receiving the inquiry should inform the caller that the telephone interview will be terminated if the verbal abuse does not stop immediately. If the abuse continues, the staff member should terminate the call. Such occurrences should be reported to the Supervisor or Manager. Customers also become challenging through correspondence to staff of the Commission. Such customers often write numerous letters even though the matter or issue has been addressed, is not within the Commission s jurisdiction and they have been so advised, but continue to write to staff of the Commission. In these circumstances, when copies (cc :) of letters addressed to staff are received at the Commission's office the letter will be reviewed to determine if an issue(s) is raised which requires the Commission's response. In such an instance, the ISR should contact the writer for more information about the issue and, if the issue warrants further action, the ISR will issue a complaint package to the writer. If the issue does not warrant further action by the Commission the ISR will input the information into the inquiries database in case the matter comes to the attention of the Commission at a later date. The matter will then be closed out as an inquiry. The person may be advised that the Commission will not respond to further inquiries.

4 If a challenging customer calls with information regarding a discriminatory act, but does not want to pursue the matter and merely requests that the Commission document the information for future reference, then the ISR should make a record of this call in the Inquires Database using a Record of Inquiries form, and close the inquiry. The caller must provide his or her full name and must be advised of the six-month limitation under section 34 of the Code if he or she intends to file a complaint at a later date. For more information on challenging customers, see the Commission s Guidelines for Dealing with Challenging Customers Possible outcomes of inquiries The Inquiries Service Representative records all inquiries of a potential complaint, on a record of inquiry through the Commission s inquiry database. The information on the record of inquiry should include the caller's name, telephone number(s), address(s), the nature of the call, and the outcome of the call. Possible outcomes of an inquiry are: On the same date of initial contact, if the inquirer s concerns fall under the Human Rights Code, the Inquiry Service Representative issues a Complaint Package to the inquirer. The Package includes a Complaint Form to be filled out and is mailed to the inquirer within 24 hours. Upon receipt by the Commission, the completed Complaint Form is referred to an Intake Officer for assessment and complaint processing if a ground and social area under the Code have been identified. Even if Commission staff s assessment is that the matter is not one, which the Commission could deal with, the inquirer is entitled to a Complaint Package. Such an inquirer will be advised of section 34, its possible application and outcome if a complaint is filed. When it is clear that the inquirer s concerns are not within the mandate of the Commission or are clearly subject to a section 34 not deal with decision, the Inquiry Service Representative will advise the caller, make note of the section 34 assessment and, if the caller still insists on receipt thereof, will send a Complaint Package to the inquirer. The caller is referred to another agency or organization. However, it is imperative that all callers be advised of the 6 month limitation period to file a complaint in section 34 of the Code, and the giving of such advice should always be included in the Record of Inquiry. No caller should be told that he or she must (or is required to) pursue or exhaust all other avenues first before he or she is allowed to file a complaint with the Commission. He or she can be told that they may pursue other avenues first but that they should file their complaint with the Commission within 6 months. The inquirer is provided with information, which was sought, and/or information regarding the services of the Commission and no further action is taken. The inquirer is advised that, in the opinion of staff, the matter does not fall under the Code, and therefore, further action may not be necessary. However, where the caller continues to have concerns he or she has a right to file a complaint where he or she believes that a right under the Code has been infringed (Code, s. 32(1)) but should be advised that the Commission may exercise its discretion under s. 34(1) of the Code. The fact that this information was given is to be recorded in CMIS. It is imperative that the documentation of a call includes the inquirer s statements/questions, the staff s advice to the inquirer s and the action taken, should this information be required for future reference. This is particularly relevant for later analysis under section 34 of the Code, where the complainant will often claim that they were following the advice of an ISR when, for example, they missed the time period for filing a complaint.

5 Inquiries to Head Office Often, individuals write or call head office (the Chief Commissioner s Office, for example) for information that should be handled by the Inquiry and Intake Office. In such cases, calls and letters will be forwarded to the Inquiry and Intake Office for handling. If responses are required to the redirected calls or letters, a copy of the response may, where necessary, be sent to the person who redirected the inquiry (e.g., the Chief Commissioner's or Executive Director's office). Exceptions could be made in those matters that become human rights complaints. This is done for tracking purposes. Policy related inquiries received by Commission staff should be referred to the Policy & Education Branch (PEB). Complaints against the Commission, its staff or members There are some complaints where a person alleges discrimination against the Commission, a Commission employee or a member of the Commission (i.e., the Chief Commissioner or one of the Commissioners). In addition, one of these persons may themselves seek to file a human rights complaint. In these cases, the following rules apply: Where a person contacts the Commission and indicates that he or she wishes to file a human rights complaint under the Code alleging discrimination by a Commission employee or a member of the Commission, he or she should be immediately referred to the Executive Advisor to the Chief Commissioner. This person may also wish in the complaint to name the "Ontario Human Rights Commission" as a party respondent because it is the employer of the person complained against and is arguably vicariously liable for his or her actions. The requirement to refer the person to the Executive Advisor applies equally where the complaint against the Commission, its employees or members, is brought by an outside party or by a Commission employee or member. The Executive Advisor will speak to the person and assist them in contacting the Trustee of Investigations, if necessary. The Trustee of Investigations then performs all of the functions of Commission staff, including intake, mediation, investigation, conciliation, and making recommendations to the Commission regarding the matter. If the complaint is referred the Trustee represents the Commission as the prosecutor of the complaint. Please note that in addition, the caller should be referred to the Commission's website, and advised to click the links under the heading publications where they will find the "Guide to Making Complaints against the Human Rights Commission". Where a person contacts the Commission and indicates that he or she wishes to file a complaint against the Commission because of a belief that the Commission's decision in his or her case is wrong, he or she can be invited to contact the Ombudsman of Ontario, or to retain a lawyer. The Trustee of Investigations does not investigate "decisions" made by the Commission under sections 34, 36 or 37 of the Code. However, if there is some doubt as to the nature and scope of the person's complaint (e.g., the person is not entirely clear as to whether they are complaining about the decision itself or how they were treated) then the matter should be sent to the Executive Advisor, who can obtain more details from the person. Finally, where a person who is currently an employee or member of the Commission wishes to file a human rights complaint against a third party (i.e., not a case against the Commission or a Commission employee or member) this matter should be brought to the

6 attention of the Manager of Inquiry and Intake. A decision may then be made, based on the nature of the complaint, as to whether or not this is an appropriate case to be referred to the Trustee of Investigations. It should be stressed that not all phone calls or contact complaining about the Commission necessarily involves a desire on the part of the person to file a human rights complaint. Very often the individual wishes to complain, in general terms, about how they have been dealt with by Commission staff but they are not alleging that they have experienced discrimination under the Code. In such cases, the Executive Advisor should not be contacted. Rather, the person can be advised of the ability to contact the Ombudsman if the matter cannot be otherwise resolved by Inquiry staff. Once again, however, if there is doubt as to whether the person is alleging discrimination or not, the matter should be referred to the Executive Advisor who can obtain more information. Inquiries from the Ombudsman All inquiries from the Ombudsman s Office are normally referred to the Registrar. The Registrar coordinates inquiries from the Ombudsman. However, the Manager in the office where the complaint originated prepares responses. It is imperative that files are kept up to date and a chronological summary of the casework is generated from the database, in response to the request from Ombudsman Ontario. Federal Jurisdiction and Native Reserves and Land Reserved for the Indians Cases involving discriminatory conduct involving, what the Constitution Act, 1867, refers to as "Indians and lands reserved for the Indians" are often complex. In each instance advice should be sought from the Legal Services Branch. It is not the case that the Commission always lacks jurisdiction if the discriminatory conduct involves First Nations persons or takes place within these geographic areas. It will depend, very much, on a number of surrounding circumstances. For example, if the discriminatory conduct arose out of membership criteria to be on a band council, then this would fall under federal jurisdiction. Membership rules, such as who is and is not a member of a band, goes to the core of the federal government's regulation power. However, a decision to favour a white contractor over a black contractor to build a building, or to provide transportation services, or to be employed in surveying, may well fall within provincial jurisdiction as none of these activities can be said to impair the inherent "Indianess" of the reserve. In all cases, the LSB should be consulted. Federal Jurisdiction The Commission may, in certain circumstances, lack the jurisdiction to proceed with a complaint against a respondent company, agency or operation, which is engaged in an activity regulated by Parliament under section 91 of the Constitution Act, Section 91 of the Constitution Act, 1867 provides that the federal Parliament has exclusive jurisdiction to make laws in certain areas, including: Unemployment insurance, Postal Service, The Census and Statistics, Militia, Military and Naval Service, and Defence, Beacons, Buoys, Lighthouses, and Sable Island, Navigation and Shipping, Sea Coast and Inland Fisheries, Ferries between a Province and any British or Foreign Country or between Two Provinces, Currency and Coinage, Banking, Incorporation of Banks, and the Issue of Paper Money, Savings Banks, Weights and Measures, Bills of Exchange and Promissory Notes, Interest, Legal Tender, Bankruptcy and Insolvency, Patents of Invention and Discovery, Copyrights, Indians, and Lands reserved for the Indians, Naturalization and Aliens, Marriage and Divorce, The Criminal Law, except the Constitution of Courts of Criminal Jurisdiction, but including the Procedure in Criminal Matters.

7 Matters listed under s.91 of the Constitution fall under federal rather than provincial jurisdiction. In addition, some matters under s. 92 of the Constitution fall under federal jurisdiction, such as interprovincial telecommunication or transportation undertakings, and some rare areas that have been declared by an Act of Parliament to be exclusively federal, such as uranium mining and production. Determining jurisdiction is not as straightforward as it sounds. Determining jurisdiction is a complex business and will depend on the pith and substance of the subject matter that is in issue. For example, an inter-provincial trucking company may have its hiring decisions subject to federal regulation, but an Ontario based office that refuses to sub-let space to a person of colour would, in that aspect of its business, be subject to provincial jurisdiction. When faced with a complex question of whether or not a respondent falls within federal as opposed to provincial jurisdiction Commission staff must immediately consult with the Legal Services Branch, which will offer a legal opinion as to whether or not the matter is within Commission jurisdiction. If, in the opinion of LSB, the matter is within provincial regulation, the Commission will take the complaint. Otherwise, the respondent will be subject to the Canadian Human Rights Act, and the individual should be advised to take the matter to the Canadian Human Rights Commission or, in rare cases, to the Commission in another province. Jurisdiction on Native Reserves depends on the nature of the activity in question. Some aspects of a reserve s operation may be within provincial jurisdiction, even though federal jurisdiction includes the ability to make laws regarding Indians and Lands reserved for the Indians. Again, the legal services branch should be consulted and asked to provide an opinion on this issue. The fact that a company is federally incorporated is not determinative of jurisdiction. Except in the rarest of events, which do not ever appear to arise in the human rights context, a federally incorporated company will be subject to the laws of the province(s) in which it carries on business. It is irrelevant therefore, in determining jurisdiction, whether a company has been incorporated federally or provincially. Similarly, the fact that a company or activity is federally regulated is not always determinative of jurisdiction. It should not be automatically assumed that the matter is within federal jurisdiction. For example, while the operation and running of airports are generally within federal jurisdiction, discriminatory hiring practices by a sub-contractor paving a runway at the airport would be subject to the Ontario Human Rights Code. While banks are generally regulated by the federal Parliament, discriminatory practices in the building of a bank building, or by the company that installs and repairs Automatic Banking Machines, may be subject to the provincial Code. The Legal Services Branch should be consulted on all such cases. Subsidiary Companies Where a respondent is a branch or subsidiary of a parent company located outside of Ontario, the parent company may be subject to the Code as well. There is a fundamental legal distinction between a branch and a subsidiary. A branch is part of the parent company, so the conduct is that of the parent. However, a subsidiary is a separate legal entity, liable for its own conduct. The parent is not liable for the conduct of the subsidiary, even though it may be the majority (or only) shareholder. However, if it can be established that the parent directed the subsidiary to do the discriminatory act, then the parent s act may well be separately identified as a discriminatory act by a corespondent. When faced with the issue of filing a complaint against a parent company, the Inquiry Service Representative or Intake Officer should consult with LSB.

8 Primacy over other Ontario Acts Pursuant to section 47(2) of the Code, where an Ontario statute or regulation infringes the Code, the Code prevails. Except in circumstances where a statute or regulation specifically provides that it is to apply notwithstanding the Code, the Code has primacy over other statutes and legislation. In other words, the Code supersedes all other acts unless there is a clause that states it does not. As an example, the Regulations under the Highway Traffic Act contain a "notwithstanding clause", to allow for certain requirements to apply despite the Code, such as the age requirements for graduated licences and for certain vision and hearing and medical requirements for a driver's license. At the time of writing, other statutes that contain clauses that specifically apply despite the Human Rights Code include: Section 13 of the Ontario Lottery and Gaming Corporation Act, 1999, S.O. 1999, c. 12, Sched. L, prohibiting persons under 19 years of age from entering into, or playing, a game of chance, Section 2.1 of the Workplace Safety and Insurance Act, 1997, S.O. 1997, c. 16, Sched. A, which provides that a distinction in that act based on age applies despite the Human Rights Code. Highway Traffic Act Regulations, with respect to vision and hearing requirements for higher classes of driver's licences and for the age requirement for graduated licences; It should also be noted that certain statutes are referred to as defences under the Code. For example, subsection 20(2) of the Code provides: The right under section 1 to equal treatment with respect to services, goods and facilities without discrimination because of age is not infringed by the provisions of the Liquor Licence Act and the regulations under it relating to providing for and enforcing a minimum drinking age of nineteen years. Similarly, subsection 20(4) has a similar provision dealing with the prohibition on selling or supplying tobacco to persons who are, or who appear to be, under the age of 19 years or 25 years, as the case may be. The Legal Services Branch should be consulted if there is any question as to the Code prevailing over another Act or regulation. INTAKE This section on Intake operates in conjunction with the Quality Standards for Intake, and should considered together with the Intake Quality Standards. Click here for the Quality Standards for Intake. Definition of Complaint A complaint is a written statement of an allegation or set of allegations that a person has been discriminated against because of a specific ground or grounds under the Code such as sex, age, etc. A complaint should contain a statement that the complainant believes that his or her rights under the Code have been infringed. The alleged discrimination must also be in one of the social areas covered by the Code such as accommodation, employment, contracts, services, accommodation, etc. The complainant should be encouraged to demonstrate the link between the ground and the social area. For example, in reciting their story they should make it clear that they believe that they were denied an apartment because of their race.

9 A complaint is a legal document that is designed to provide notice to the respondent of the allegations against him, her or it. It also serves to set out and will determine the focus of the Commission's investigation, and the issues upon which the Commission will make a determination of whether or not there is sufficient evidence to warrant referral of the case to the Tribunal. The complaint does not, however, need to have the same degree of specificity and particularity and detail as a Statement of Claim or an Indictment in Criminal Law. It is sufficient if the complaint sets out a general notice to the respondents of the allegations (Cousens v. Nurses' Assn (Canada) (1981), 2 C.H.R.R. D/365). The complaint must be in a form approved by the Commission. The current form is available from the Commission s offices and is not available online. When a Complaint is considered Filed A complaint is considered "filed" only after the complainant has signed and dated it, and it has been received by the Commission. However, after a complaint has been filed it may be amended (see Amending the Complaint). Who Can File a Complaint? Any person who believes that his or her rights under the Code have been infringed may file a complaint. The Commission may also file a complaint itself. See subsections 32(1) and 32(2) of the Code. A complaint cannot be filed by one person on behalf of another (unless the aggrieved person is lacking legal capacity see Litigation Guardian below or through a Commission initiated complaint). Rather, a person must believe that his or her own rights under the Code have been infringed in order to file a complaint. Litigation Guardian If an aggrieved person lacks legal capacity and is thus unable to file a complaint, the complaint may be filed by a litigation guardian, who consents to act on behalf of the complainant. Where a person is incapable (for example, due to a mental incapacity) the complaint may be filed by a person who has, under the Substitute Decisions Act, 1992, S.O. 1992, c. 30, a continuing power of attorney, a court-appointed guardian of property or a statutory guardian of property. Such a person may also attend all meetings that the complainant might be expected to attend. The Legal Services Branch may be consulted in such cases. In these cases the complaint shall read: Jane Doe by her Litigation Guardian Ms. Mary Doe (Mary Doe, the guardian, is the person who would sign the complaint on Jane Doe's behalf). As section 3 of the Code provides that the rights of a person 16 years of age or over can be infringed, the Commission currently permits such persons to file a complaint on their own behalf. Persons under 16 years of age require a litigation guardian. In such cases, the complaint shall read: John Roe by his Litigation Guardian Ms. Sally Roe (Sally Roe, the guardian, is the person who would sign the complaint on John Roe's behalf).

10 In rare cases, there may be a conflict over guardianship. One parent may claim to wish to commence a complaint, and the other parent may indicate that they do not wish to do so (such as where the parents are separated or divorced). In all such cases, the Legal Services Branch should be consulted. If a person dies before filing a complaint, a complaint may be initiated by the Commission or filed by the person's estate. Similarly, if a complainant dies after a complaint has been filed, but before it has been resolved, the complaint can be continued by the person's estate. The Intake Officer should get written confirmation/verification when someone is named as an executor to an estate, and if confirmed, written direction from the executor of the estate as to whether to proceed or not with the complaint. Time Limitation A complaint should normally be filed within six months of the last alleged incident of discrimination. If the facts upon which a complaint is based occurred more than six months before the complaint is filed (signed and received by the Commission), the Commission has the discretion to decide under section 34(1)(d) to not deal with it. Consequently, where the facts giving rise to the complaint occurred more than six months before the complaint is signed and received by the Commission, inquiries should be made by the Inquiry Service Representative and/or Intake Officer to determine why the delay was incurred and the impact of the delay on the respondent, in order to determine: whether the complainant acted in good faith with respect to the delay; and, whether the delay has resulted in substantial prejudice to any person. Good Faith As an example, good faith may be established if a complainant has suffered from a medical condition or disability that may have prevented her or him from filing a complaint in a timely manner (which the complainant may be required to have confirmed). The case law recognizes that an "honest, but mistaken" belief is sufficient to constitute "good faith". Accordingly, where a complainant can prove and establish that they were advised by their lawyer or Commission staff that they must first pursue a grievance or other proceeding before they would be allowed to file a human rights complaint, the delay will likely be in good faith. The situation would be different where the person giving the advice (ex. a relative or a friend) cannot reasonably be expected to have knowledge of the Code. Situations in which the wrong legal advice is provided by other persons, such as MPP staff, union officials, paralegals and others should be assessed on a case by cases basis. Such cases will normally require more than the complainant s assertion that they received bad advice. Some documentation of this alleged advice, in the form of a note in CMIS, or documentation from their counsel will usually be required. However, where the person has exercised no due diligence in attempting to determine the period of time to file a complaint, or has delayed in sending in their complaint form, this may constitute a lack of good faith. Substantial Prejudice Substantial prejudice may be established if the respondent's witnesses have died, or documents have been destroyed due to the passage of time.

11 Where the Commission is satisfied that the delay was incurred in good faith and has not resulted in substantial prejudice to any person, the Commission does not have discretion under clause 34 (1)(d) and must deal with the complaint. Late complaints may, however, be subject to problems in obtaining evidence, and could result in a decision not to refer the subject matter of the complaint to the Human Rights Tribunal of Ontario under section 36 of the Code. Where the Commission is not satisfied that the delay was incurred in good faith, and that no substantial prejudice will result, the Commission may decide nonetheless to deal with the complaint. The Commission is not obliged to not deal with the complaint. Intake Interview Where a matter appears to be within the Commission's mandate, the Intake Officer assigned should review the Complaint Form and, if necessary, conduct an interview with the complainant to clarify any incomplete information. The Intake Officer will use the Commission s GUIDELINES FOR DRAFTING COMPLAINTS UNDER THE ONTARIO HUMAN RIGHTS CODE. Should a person require assistance or accommodation in completing the Intake Questionnaire the Intake Officer will provide assistance. Click here to link to FACT SHEET for Services Offered to Persons with Disabilities and Persons who cannot Effectively Communicate in English or French. The intake interview may take place in person or by telephone. This interview should review, examine and copy any relevant documents and records in the complainant's possession. The Intake Officer should consider any accommodation needs of the complainant and provide the necessary accommodation to facilitate the intake process. Identifying Section 34 Issues The Inquiry Service Representative and/or Intake Officer should immediately identify issues falling within the purview of Section 34. The Intake Officer will proceed to fully identify the issues and conduct inquiries as necessary to determine whether or not a Section 34 application may be appropriate. When Section 34 provisions could apply, the complainant should be advised of these provisions and the potential outcome of pursuing the matter given Section 34 provisions. The Inquiry Service Representative and/or Intake Officer shall, however advise the complainant that only the Commission can exercise discretion in the matter and make a determination. Section 34 does not require that a request be made by the Respondent. Commission staff may bring a complaint to the attention of the Commission where it is obvious on the face of the complaint that section 34 applies. In such instances, Intake staff should consult with their manager to determine if this is an appropriate case where the matter may be brought before the Commission. Information To Be Provided By The Complainant The complainant may be expected to provide relevant supporting documentation at the point of intake and the Intake Officer may request this information. Listed are a few examples of documents or information that may be required and requested in housing and employment cases: Housing Complaint Newspaper advertising the unit

12 Name, address and phone number of landlord or representative Actual street address, location, name of building Number of rental units Witness statement if someone else called Receipts (if there are any) Application form Lease Cancelled cheque for deposit Amount of rent the complainant is presently paying or had to pay elsewhere Other tenant s names (if the know other people living in the building) Notes of date, time, what was said, and name of person(s) if a telephone inquiry was made about the rental unit Name address and telephone number of successful tenant Employment Complaint Position of job Copy of resume Date of application Personnel file Record of employment Income tax information Notes, diary, kept by complainant Witness statements Collective Agreement Names of supervisor, manager, human resources representative, etc. Name of successful applicant, and his or her age, sex, colour, etc. depending on the ground under which the complainant is filing Other relevant evidence Identification of owners, directors and managers may be required The complainant may state on the Complaint Form what remedy she or he is seeking to resolve the complaint. This way, the respondent will be advised of the complainant s position regarding resolution of the complaint at the time the complaint is served. Even though the complainant states on the complaint form the remedy being sought, the appropriate remedy in any case will depend on a number of factors including, but not limited to, what the parties negotiate as a satisfactory remedy and the facts of the case. If the case is referred to the Tribunal, the actual remedies sought by the Commission (which is a separate party at the Tribunal) may be different. The complainant's representative (if any) can participate in any intake interview. However, the Intake Officer has the discretion to exclude a complainant s representatives if they are assessed to be adverse in interest to the complainant. For example, if the representative appears to be threatening the complainant or substantially interfering with the complainant's attempt to provide information. A representative may also be excluded in other exceptional circumstances. As well, the representative may themselves be a witness in the investigation and her or his presence at the intake interview may substantially interfere with the integrity of the interview. Accommodation Needs It is Commission practice to provide accommodation for complainants with special needs, such as interpreters for persons who are Deaf, or meeting rooms that are accessible to persons who use wheelchairs for mobility. The Intake Officer will make every attempt to obtain these services through community organization and other publicly funded service providers to reduce costs to the Commission. However, there may be situations where

13 the Commission may have to pay for these services. In these instances, staff should seek prior approval from the Manager to authorize these expenditures. In serving persons whose first language is neither English nor French, individuals may make initial contact with the Commission through a friend or family member. In this situation, Commission staff should try to facilitate the person s inquiry. When a person requires linguistic services, Commission staff should first refer the person to the Commission s list, Community Organizations Providing Interpretation Services. Should the referral not result in finding suitable assistance, the Intake Officer should seek approval from the Manager to hire an interpreter for the complainant. An interpreter can be located through the Ministry of the Attorney General s Registry of Court Interpreters. As a third option, the Inquiry Services Representative or Intake Officer could invite the complainant to bring a friend or family member to translate. This option should only be pursued when the other two options above have been exhausted. The Commission will provide services in both the French and English languages. Information to be Obtained The complainant will be invited to relate his or her allegations of discrimination in chronological order. The Intake Officer may review the allegations with the complainant, request additional details where necessary, such as the existence of records and the identity of possible witnesses. If the complainant has pertinent and relevant documents or records, these should be examined and copied by the Intake Officer. The focus of the interview should be in the areas directly related to the alleged acts of discrimination and jurisdiction of the Code. The Intake Officer should explain what is and what is not relevant to the complaint. The complainant should be asked for names, addresses and telephone numbers of potential witnesses. It is incumbent upon the complainant to provide this information. As well, the Intake Officer should question the complainant about the facts and the potential defence that may be raised by the respondent. The Intake Officer should record all of this information for the Commission s case management system. The Complainant s Resolution Position The Intake Officer should inquire into the nature and extent of the complainant's losses arising out of the alleged act of discrimination, and should ask the complainant to submit evidence of these losses, where possible. For example, if the complainant was refused an apartment, and subsequently secured alternative accommodation at a higher rent, the complainant should be asked to provide the Intake Officer with a copy of the lease or rental payment receipt for the alternative accommodation. The complainant should be asked to record details of all future losses in a diary, and to maintain evidence (records, receipts) to establish losses occurred. The complainant should be advised of his or her duty to take action, where possible, to mitigate or alleviate the losses that have been suffered as a result of the alleged discrimination. The complainant should be instructed to record all efforts to mitigate his or her losses and to provide this evidence of mitigation to the Commission. While complainants and respondents are not empowered to investigate the complaint, they can be a valuable source of information. Accordingly, complainants and respondents should be encouraged to invest time and effort in assisting with the investigation. For example, the complainant should supply witnesses who can support

14 her/his version of events, as well as any evidence to support his or her complaint, such as copies of union agreements, personnel records, job or housing advertisements or other relevant documents. If an individual who witnessed the alleged incident accompanies the complainant, the Intake Officer should interview the individual separately from the complainant and take a signed statement from her or him. The use of diary by the complainant will simplify the task of establishing the nature and extent of the complainant's losses, the actions taken to mitigate the losses, and the emotional impact of the respondent's conduct on the complainant. Medical Evidence If the complainant sought medical, psychiatric, psychological or other professional treatment in response to the emotional or physical impact of the respondent's conduct, the complainant should be told to immediately obtain for their Commission file medical documentation from their health care professionals, including diagnosis or reports and to provide these as soon as possible. As well, the complainant should be told to keep a record of all such current and future visits to health professionals. In addition, the Intake Staff should have the complainant sign the Commission's new medical release and the new WSIB file release. If medical information in the future is required, a written release will need to be obtained from the complainant. If the complainant wishes to authorize the release of personal information, a statement of release should be completed, preferably at the commencement of the investigation. The complainant may be required to sign a release of information for such organizations as the Workplace Safety and Insurance Board, or Human Resources Development Canada (which administers the Employment Insurance Act), etc. As one of the final steps in the interview, the Intake Officer should summarize his or her understanding of the situation and ensure that the notes are accurate. The complainant should then be advised that a Human Rights Investigation Officer may wish to re-interview the complainant at some point, should the matter proceed to investigation. For example, if the respondent asserts a defence to the allegations, then the Investigation Officer will present the defence to the complainant and the complainant's response to it will be obtained. It is important that the complainant leave the interview with a clear understanding of the complaint process, what will happen after Intake and the procedures that will be used to handle the complaint at each stage of the complaint process (Intake to a possible hearing before the Human Rights Tribunal of Ontario). To this end, the complainant should leave understanding the complaint process and that the roles of various human rights staff. Further, the complainant should be made aware that Commission staff are neutral in the process, do not represent the complainant or the respondent in the matter and do not take sides in handling the complaint. The complainant should also be advised in detail of the statutory procedures in the Code regarding the resolution of a complaint and the steps involved in the mediation, investigation and conciliation processes. The complainant should further be advised that the case may be not dealt with under section 34 of the Code or may proceed to the

15 Human Rights Tribunal of Ontario (depending on the evidence obtained during the investigation) if a settlement cannot be reached. The Complaint Process Purpose The complaint sets out a clear and accurate record of the allegations made by the complainant. The complaint is also the first document placed before the respondent, and represents the case that the respondent must meet. Further, it is the first case related document examined by the Human Rights Tribunal of Ontario. Self-Drafted Complaints The Commission, pursuant to subsection 32(1) of the Code, determines the form in which a complaint may be filed. A complaint should be drafted in a concise and succinct manner setting out only sufficient and relevant particulars to inform the respondent of the allegations against it. The complaint should be written in the first person and in plain language, while representing the complainant's version of events. Where the complainant is represented by a Litigation Guardian, the complaint is written in the first person, from the complainant s perspective, not that of the Litigation Guardian. Complaints should be clear and short. While the Commission cannot refuse to accept a complaint because of its length, the Commission encourages that a complaint not be more than two (2) pages in length. The Commission has a duty to act fairly. This duty of fairness requires that the Commission be satisfied that the allegations against a respondent are properly set out, and properly serve as a notice to the respondent of the case against it. Similarly, the information and the allegations contained in a complaint should define the scope of the investigation. The Commission has a responsibility to ascertain the nature and extent of an appropriate investigation, and to plan and conduct the investigation based on the issue(s) contained in the complaint. It is not normal for a complaint to include Charter arguments or international covenants in the body of the complaint. The complaint should be sufficiently detailed to inform the respondent of the nature of the alleged discrimination and it must contain concise allegations so the respondent can readily identify the incident(s) complained of. Only the relevant details are required to be in a complaint so that the respondent or person against whom the complaint is lodged knows what the complaint is about and is able to answer to the allegations in the complaint. A complaint does not require the same level of detail as a criminal indictment, or a statement of claim in a civil court. If the complaint is referred to the Human Rights Tribunal of Ontario, Commission counsel will then be required to draft a formal pleading under the Tribunal's Rules. The complaint should not indicate the means by which the Commission may attempt to investigate the alleged violation of the Code.

16 The identity of witnesses to alleged acts of discrimination are not normally included in the complaint. These persons may be investigated later. There is always a concern that if named in the complaint, and the witness is still employed in the workplace, he or she may be subject to pressure or possible reprisal by the respondent. When verbal harassment or derogatory remarks constitute part of a complaint, the exact words should be given if possible. However, if the complainant cannot repeat the remarks verbatim, then the complaint should clearly set out the general nature of the comments. In either case, the complaint should indicate what the complainant understood certain words to mean. In drafting a section 11 (constructive discrimination) complaint, if a requirement, qualification or factor is alleged to be discriminatory, then it should be identified and how its impact is discriminatory should be set out. Citing Grounds Where a complaint cites the ground of disability (including perceived disability), the specific disability should be included in the complaint. Similarly, where race, sex, place of origin, ancestry or any ground is cited, the identity of the group to which the person belongs (i.e. female, Asian etc.) should be included. Where two or more persons are making the same or similar allegations, in most cases, a separate complaint must, nonetheless, be filed for each complainant. Two or More Corporate Respondents Where the complaint is against two separate corporate respondents such as a parent company and a subsidiary, it is now permissible to include both corporate respondents on the same complaint form. However, there will continue to be instances in which it would be preferable to have the complainant file two separate complaints. The following is a guide Cases where the complainant can include more than one corporate respondent: Where the complainant is against a parent company and a subsidiary or other related company such as a merged company, predecessor company, or corporate partner. These cases are ones in which it may not be clear at the outset whom is the true employer, or whom the boss who did the discriminatory act was employed by, but the nature of the allegations (e.g., fired for a discriminatory reason) are really substantially similar as against all corporate respondents. Cases where the complaint should not include more than one corporate respondent: Where the nature of the allegation is markedly different. For example, cases against a company for firing for a discriminatory reason and a companion complaint against a union for not taking the grievance, such as a case where the two corporate respondents are a company and a union. This is because the nature of the two complaints will likely be significantly different and different remedies sought. Against the company for the discriminatory firing, and against the union for the separate act of not taking the grievance forward. The above are general guidelines for drafting complaints, which may be adjusted when required. Staff should accommodate the special circumstances/needs of complainants and facilitate their right to representation, while balancing such accommodation against the overall Commission responsibilities and objectives.

INDEX. . applicant. .. role and responsibilities, . claimant. .. legal capacity, affected person, age, bargaining agent, 281

INDEX. . applicant. .. role and responsibilities, . claimant. .. legal capacity, affected person, age, bargaining agent, 281 Accessibility for Ontarians with Disabilities Act, 2005, 129-130 Accommodation, 25-27, 138. bona fide occupational requirements and accommodation, 20-22.. cost of accommodation, 21.. health and safety

More information

FORM 1.3 COMPLAINT FOR GROUP OR CLASS Use This Form to File a Complaint for a Group or Class of Persons. BC Human Rights Tribunal GENERAL INSTRUCTIONS

FORM 1.3 COMPLAINT FOR GROUP OR CLASS Use This Form to File a Complaint for a Group or Class of Persons. BC Human Rights Tribunal GENERAL INSTRUCTIONS Use This Form to File a Complaint for a Group or Class of Persons BC Human Rights Tribunal 1170-605 Robson Street Vancouver BC V6B 5J3 Phone: 604-775-2000 Fax: 604-775-2020 Toll Free: 1-888-440-8844 TTY:

More information

FORM 1.1 INDIVIDUAL COMPLAINT Use This Form to File Your Own Complaint

FORM 1.1 INDIVIDUAL COMPLAINT Use This Form to File Your Own Complaint Use This Form to File Your Own Complaint BC Human Rights Tribunal 1170-605 Robson Street Vancouver BC V6B 5J3 Phone: 604-775-2000 Fax: 604-775-2020 Toll Free: 1-888-440-8844 TTY: 604-775-2021 GENERAL INSTRUCTIONS

More information

Province of Alberta ATB FINANCIAL ACT. Revised Statutes of Alberta 2000 Chapter A Current as of December 15, Office Consolidation

Province of Alberta ATB FINANCIAL ACT. Revised Statutes of Alberta 2000 Chapter A Current as of December 15, Office Consolidation Province of Alberta Revised Statutes of Alberta 2000 Current as of December 15, 2017 Office Consolidation Published by Alberta Queen s Printer Alberta Queen s Printer Suite 700, Park Plaza 10611-98 Avenue

More information

THE FREEDOM OF INFORMATION ACT, Arrangement of Sections PART I PRELIMINARY

THE FREEDOM OF INFORMATION ACT, Arrangement of Sections PART I PRELIMINARY THE FREEDOM OF INFORMATION ACT, 1999 Section 1. Short title 2. Commencement 3. Object of Act 4. Interpretation 5. Non-application of Act 6. Act binds the State Arrangement of Sections PART I PRELIMINARY

More information

Annex B. Application of Chapter Five and Relationship to other Chapters

Annex B. Application of Chapter Five and Relationship to other Chapters A. Purpose Annex 502.4 Procurement - Provisions for municipalities, municipal organizations, school boards and publicly-funded academic, health and social service entities This Annex establishes the provisions

More information

WORKERS COMPENSATION APPEALS TRIBUNAL PRACTICE MANUAL

WORKERS COMPENSATION APPEALS TRIBUNAL PRACTICE MANUAL WORKERS COMPENSATION APPEALS TRIBUNAL PRACTICE MANUAL (revised July 2016) 2 TABLE OF CONTENTS 1.00 The Workers Compensation Appeals Tribunal 1.10 Introduction 1.11 Definitions 1.20 Role of the Tribunal

More information

Australian and New Zealand College of Anaesthetists

Australian and New Zealand College of Anaesthetists Australian and New Zealand College of Anaesthetists POLICY ON BULLYING, DISCRIMINATION AND HARASSMENT FOR FELLOWS AND TRAINEES ACTING ON BEHALF OF THE COLLEGE OR UNDERTAKING COLLEGE FUNCTIONS 1. DISCLAIMER

More information

HUMAN RIGHTS IN CANADA

HUMAN RIGHTS IN CANADA HUMAN RIGHTS IN CANADA Canada has laws that protect your human rights. These are called Human Rights Acts. There is one Act for the Federal government and one Act for each province and territory. The Human

More information

STUDENT LEGAL SERVICES TRAFFIC OFFENCES A GUIDE TO THE LAW IN ALBERTA REGARDING OF EDMONTON COPYRIGHT AND DISCLAIMER

STUDENT LEGAL SERVICES TRAFFIC OFFENCES A GUIDE TO THE LAW IN ALBERTA REGARDING OF EDMONTON COPYRIGHT AND DISCLAIMER COPYRIGHT AND DISCLAIMER A GUIDE TO THE LAW IN ALBERTA REGARDING TRAFFIC version: 2009 STUDENT LEGAL SERVICES OF EDMONTON GENERAL All information is provided for general knowledge purposes only and is

More information

Laws Relating to Individual Decision Making

Laws Relating to Individual Decision Making Laws Relating to Individual Decision Making CHAPTER CONTENTS Introduction 3 Impaired Decision-making Capacity 3 Powers of Attorney 4 General Powers of Attorney 5 Enduring Powers of Attorney 6 Advance Health

More information

COMPLAINTS HANDLING POLICY

COMPLAINTS HANDLING POLICY COMPLAINTS HANDLING POLICY A. PURPOSE The Region of Peel recognizes the importance of public feedback and welcomes complaints as a valuable form of feedback regarding our services, operations and facilities.

More information

Substitute Decisions Act, 1992, S.O. 1992, c. 30

Substitute Decisions Act, 1992, S.O. 1992, c. 30 Français Substitute Decisions Act, 1992 S.O. 1992, CHAPTER 30 Consolidation Period: From July 1, 2010 to the e-laws currency date. Note: January 1, 2011 has been named by proclamation as the day on which

More information

Code of Procedure for Matters under the Personal Health

Code of Procedure for Matters under the Personal Health HEALTH MARCH 2017 Code of Procedure for Matters under the Personal Health Information Protection Act, 2004 CONTENTS PART I INTRODUCTION...1 1. Application...1 2. Purpose and Interpretation...1 3. Definitions...2

More information

Guide. Applying for Compensation for a Death. Social Justice Tribunals Ontario. Criminal Injuries Compensation Board

Guide. Applying for Compensation for a Death. Social Justice Tribunals Ontario. Criminal Injuries Compensation Board Social Justice Tribunals Ontario Providing fair and accessible justice Criminal Injuries Compensation Board Guide Applying for Compensation for a Death 0311E (2018/02) Disponible en français Page 1 of

More information

Credit Ombudsman Service. Guidelines to the. Credit Ombudsman Service Rules

Credit Ombudsman Service. Guidelines to the. Credit Ombudsman Service Rules Credit Ombudsman Service Guidelines to the Credit Ombudsman Service Rules 2nd Edition Effective: 21 February 2007 Credit Ombudsman Service Limited ACN 104 961 882 PO Box A252 Sydney South NSW 1235 www.creditombudsman.com.au

More information

Type of law: CRIMINAL LAW. A 2015 Alberta Guide to the Law TRAFFIC OFFENCES. Student Legal Services of Edmonton

Type of law: CRIMINAL LAW. A 2015 Alberta Guide to the Law TRAFFIC OFFENCES. Student Legal Services of Edmonton Type of law: CRIMINAL LAW A 2015 Alberta Guide to the Law TRAFFIC OFFENCES Student Legal Services of Edmonton COPYRIGHT & DISCLAIMER GENERAL All information is provided for general knowledge purposes

More information

CANADIAN ANTI-SPAM LAW [FEDERAL]

CANADIAN ANTI-SPAM LAW [FEDERAL] PDF Version [Printer-friendly - ideal for printing entire document] CANADIAN ANTI-SPAM LAW [FEDERAL] Published by Quickscribe Services Ltd. Updated To: [includes 2010 Chapter 23 (SI/2013-127) amendments

More information

Health Records and Information Privacy Act 2002 No 71

Health Records and Information Privacy Act 2002 No 71 New South Wales Health Records and Information Privacy Act 2002 No 71 Contents Page Part 1 Part 2 Preliminary 1 Name of Act 2 2 Commencement 2 3 Purpose and objects of Act 2 4 Definitions 2 5 Definition

More information

Guide to Wills and Estates Section I 1 OVERVIEW

Guide to Wills and Estates Section I 1 OVERVIEW Guide to Wills and Estates Section I 1 OVERVIEW This Guide covers two areas of practice which are closely related: Wills and Estates. Section II Wills covers: what a Will is; the purpose and, therefore,

More information

Financial Dispute Resolution Service (FDRS)

Financial Dispute Resolution Service (FDRS) RULES FOR Financial Dispute Resolution Service (FDRS) DATE: 1 April 2015 Contents... 1 1. Title... 1 2. Commencement... 1 3. Interpretation... 1 Part 1 Core features of the Scheme... 3 4. Purpose of the

More information

TORONTO MUNICIPAL CODE CHAPTER 140, LOBBYING. Chapter 140 LOBBYING. ARTICLE I General

TORONTO MUNICIPAL CODE CHAPTER 140, LOBBYING. Chapter 140 LOBBYING. ARTICLE I General Chapter 140 LOBBYING ARTICLE I General 140-1. Definitions. 140-2. Subsidiary corporation. 140-3. Restriction on application (persons and organizations). 140-4. Restriction on application (not-for-profit

More information

Occupational Health and Safety Act

Occupational Health and Safety Act Occupational Health and Safety Act CHAPTER 7 OF THE ACTS OF 1996 as amended by 2000, c. 28, ss. 86, 87; 2004, c. 6, s. 24; 2007, c. 14, s. 7; 2009, c. 24; 2010, c. 37, ss. 117-126; 2010, c. 66; 2011, c.

More information

Department of Labor Division of Industrial Affairs Office of Anti-Discrimination Statutory Authority: 19 Delaware Code, Sections 712(a)(2) and 728

Department of Labor Division of Industrial Affairs Office of Anti-Discrimination Statutory Authority: 19 Delaware Code, Sections 712(a)(2) and 728 Department of Labor Division of Industrial Affairs Office of Anti-Discrimination Statutory Authority: 19 Delaware Code, Sections 712(a)(2) and 728 1.0 General Provisions 1.1 Purpose and scope. 1.1.1 The

More information

ACT ARRANGEMENT OF ACT. as amended by

ACT ARRANGEMENT OF ACT. as amended by (GG 1962) brought into force, with the exception of sections 2, 19-43 and 45-48, on 18 November 1998 by GN 278/1998 (GG 1996); remaining sections brought into force on 6 August 1999 by GN 156/1999 (GG

More information

CRIMINAL RULES OF THE ONTARIO COURT OF JUSTICE RULE 1 GENERAL. (2) Dealing with proceedings justly and efficiently includes

CRIMINAL RULES OF THE ONTARIO COURT OF JUSTICE RULE 1 GENERAL. (2) Dealing with proceedings justly and efficiently includes CRIMINAL RULES OF THE ONTARIO COURT OF JUSTICE RULE 1 GENERAL Fundamental objective 1.1 (1) The fundamental objective of these rules is to ensure that proceedings in the Ontario Court of Justice are dealt

More information

Our ref: FOI June Phillip Sweeney via Dear Mr Sweeney

Our ref: FOI June Phillip Sweeney via   Dear Mr Sweeney Our ref: FOI-2018-50082 21 June 2018 Phillip Sweeney via email: foi+request-4616-999a8e08@righttoknow.org.au Dear Mr Sweeney Your Freedom of Information (FOI) request dated 31 May 2018 I refer to your

More information

Verification Guidelines Rent-Geared-to-Income Eligibility Windsor Essex

Verification Guidelines Rent-Geared-to-Income Eligibility Windsor Essex Central Housing Registry Windsor Essex County Providing co-ordinated access to social housing in our communities 2470 Dougall Avenue, Unit 6, Windsor, ON N8X 1T2 Phone: (519) 254-6994 Fax: (519) 254-9166

More information

Section 1: Definitions and Interpretation Section 2: Mission and Objectives of the College... 7

Section 1: Definitions and Interpretation Section 2: Mission and Objectives of the College... 7 Bylaws under the Optometrists Profession Regulation, Health Professions Act Approved at the September 30, 2006 Annual General Meeting (AGM) and amended at the October 18, 2012 AGM, the October 22, 2015

More information

Clause 10.4 of the Legal Aid ACT General Panel Services Agreement requires the practitioner to comply with certain practice standards.

Clause 10.4 of the Legal Aid ACT General Panel Services Agreement requires the practitioner to comply with certain practice standards. Practice Standards About these Practice Standards The Legal Aid Commission (ACT)() has established a panel of private legal practitioners to provide legal services to legally assisted persons (the General

More information

Rugby Ontario Policy Manual

Rugby Ontario Policy Manual 8.1.2 Harassment is a form of discrimination. Harassment is prohibited by the Canadian Charter of Rights and Freedoms and by human rights legislation in every province and territory of Canada and in its

More information

THE PUBLIC INTEREST DISCLOSURE (WHISTLEBLOWER PROTECTION) ACT

THE PUBLIC INTEREST DISCLOSURE (WHISTLEBLOWER PROTECTION) ACT THE PUBLIC INTEREST DISCLOSURE (WHISTLEBLOWER PROTECTION) ACT Provision PART 1 PURPOSE AND DEFINITIONS Purpose of this Act 1 The purpose of this Act is (a) to facilitate the disclosure and investigation

More information

Discrimination & Human Rights

Discrimination & Human Rights Discrimination & Human Rights January 1, 2014 http://www.dal.ca/faculty/law/dlas/public-legal-education.html Acknowledgement Dalhousie Legal Aid Service would like to gratefully acknowledge and thank the

More information

2.16 Freedom of Information and Protection of Privacy Act

2.16 Freedom of Information and Protection of Privacy Act POLICY AND PROCEDURE MANUAL Policy Title: Policy Section: Effective Date: Supersedes: FREEDOM OF INFORMATION AND PROTECTION OF PRIVACY ACT ADMINISTRATION 2016 02 18 2014 09 02 Area of Responsibility: VICE

More information

U.S. SECURITIES AND EXCHANGE COMMISSION Washington, D.C FORM 40 - F

U.S. SECURITIES AND EXCHANGE COMMISSION Washington, D.C FORM 40 - F U.S. SECURITIES AND EXCHANGE COMMISSION Washington, D.C. 20549 FORM 40 - F [Check One] REGISTRATION STATEMENT PURSUANT TO SECTION 12 OF THE SECURITIES EXCHANGE ACT OF 1934 OR X ANNUAL REPORT PURSUANT TO

More information

PART 6: RESOLVING ISSUES AND PRESERVING RIGHTS

PART 6: RESOLVING ISSUES AND PRESERVING RIGHTS PART 6: RESOLVING ISSUES AND PRESERVING RIGHTS What this Part is about: This Part is designed to resolve issues and questions arising in the course of a Court action. It includes rules describing how applications

More information

Code of Practice on the discharge of the obligations of public authorities under the Environmental Information Regulations 2004 (SI 2004 No.

Code of Practice on the discharge of the obligations of public authorities under the Environmental Information Regulations 2004 (SI 2004 No. Code of Practice on the discharge of the obligations of public authorities under the Environmental Information Regulations 2004 (SI 2004 No. 3391) Issued under Regulation 16 of the Regulations, Foreword

More information

Rewritten Policy and New Numbering No No (Individual Rights and Responsibilities)

Rewritten Policy and New Numbering No No (Individual Rights and Responsibilities) Policy No. 6026 1.0 ANTI-DISCRIMINATION 1.1 The Board of Education calls upon all educators in the district to take upon themselves an individual and collective responsibility to teach their students both

More information

Information Privacy Act 2000

Information Privacy Act 2000 Section Version No. 031 Information Privacy Act 2000 Version incorporating amendments as at 1 July 2014 TABLE OF PROVISIONS Page PART 1 PRELIMINARY 1 1 Purposes 1 2 Commencement 1 3 Definitions 2 4 Interpretative

More information

Dispute Resolution Service Policy

Dispute Resolution Service Policy Dispute Resolution Service Policy 1. Definitions Abusive Registration means a Domain Name which either: i. was registered or otherwise acquired in a manner which, at the time when the registration or acquisition

More information

DRAFT. OCE Funding Agreement

DRAFT. OCE Funding Agreement (Trilateral) MIS#: This Agreement is made between ( Client ), ( Research Partner ), (Client and Research Partner collectively referred to as the Participants ), and Ontario Centres of Excellence Inc. (

More information

Canada: Canadian Human Rights Act

Canada: Canadian Human Rights Act Cornell University ILR School DigitalCommons@ILR GLADNET Collection Gladnet July 1996 Canada: Canadian Human Rights Act Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/gladnetcollect

More information

SECURITY SERVICES AND INVESTIGATORS ACT

SECURITY SERVICES AND INVESTIGATORS ACT Province of Alberta Statutes of Alberta, Current as of January 1, 2017 Office Consolidation Published by Alberta Queen s Printer Alberta Queen s Printer 7 th Floor, Park Plaza 10611-98 Avenue Edmonton,

More information

CITY OF HAMILTON BY-LAW NO Council Code of Conduct:

CITY OF HAMILTON BY-LAW NO Council Code of Conduct: CITY OF HAMILTON BY-LAW NO. 16-290 Council Code of Conduct Authority: Item 6, General Issues Committee 16-024 (LS16022) CM: October 26, 2016 Bill No. 290 WHEREAS sections 8, 9 and 10 of the Municipal Act,

More information

The Foreign Worker and Recruitment Services Act Licence Terms and Conditions

The Foreign Worker and Recruitment Services Act Licence Terms and Conditions The Foreign Worker and Recruitment Services Act Licence Terms and Conditions Authority: The licence is issued under the authority of The Foreign Worker Recruitment and Immigration Services Act (Act), its

More information

Parliamentary Research Branch HUMAN RIGHTS LEGISLATION AND THE CHARTER: A COMPARATIVE GUIDE. Nancy Holmes Law and Government Division

Parliamentary Research Branch HUMAN RIGHTS LEGISLATION AND THE CHARTER: A COMPARATIVE GUIDE. Nancy Holmes Law and Government Division Mini-Review MR-102E HUMAN RIGHTS LEGISLATION AND THE CHARTER: A COMPARATIVE GUIDE Nancy Holmes Law and Government Division 13 October 1992 Revised 18 September 1997 Library of Parliament Bibliothèque du

More information

PROVINCIAL OFFENCES PROCEDURE ACT

PROVINCIAL OFFENCES PROCEDURE ACT Province of Alberta PROVINCIAL OFFENCES PROCEDURE ACT Revised Statutes of Alberta 2000 Chapter P-34 Current as of May 1, 2017 Office Consolidation Published by Alberta Queen s Printer Alberta Queen s Printer

More information

1.2. This procedure will be reviewed and updated annually.

1.2. This procedure will be reviewed and updated annually. College Procedure PROCEDURE TYPE: Administrative PROCEDURE TITLE: Harassment, Workplace Sexual Harassment, and Discrimination PROCEDURE NO.: ADMIN-202.1 RESPONSIBILITY: Chief Administrative Officer APPROVED

More information

ADULT GUARDIANSHIP TRIBUNAL: MINISTRY REVIEW Dated: June 30, 2014

ADULT GUARDIANSHIP TRIBUNAL: MINISTRY REVIEW Dated: June 30, 2014 ADULT GUARDIANSHIP TRIBUNAL: MINISTRY REVIEW Dated: June 30, 2014 BACKGROUND: In the Report, No Longer Your Decision: British Columbia s Process for Appointing the Public Guardian and Trustee to Manage

More information

No Current By-Laws: Revisions, 2010.

No Current By-Laws: Revisions, 2010. No. 2010 Current By-Laws: Revisions, 2010. Article #1: INTERPRETATION In all by-laws of the Corporation, where the context so requires or permits, the singular shall include the plural, and the plural

More information

APRIL 2017 RECOGNITION AND PREVENTION OF DISCRIMINATION, HARASSMENT & VIOLENCE POLICY

APRIL 2017 RECOGNITION AND PREVENTION OF DISCRIMINATION, HARASSMENT & VIOLENCE POLICY APRIL 2017 RECOGNITION AND PREVENTION OF DISCRIMINATION, HARASSMENT & VIOLENCE POLICY The Royal Canadian Golf Association, operating as ( ), is committed to providing a sport and work environment that

More information

I. Election Code Template

I. Election Code Template I. Election Code Template Preamble A. Generic Model This sample code provided here is intended to outline possible directions only and does not constitute legal advice. Communities must ascertain for themselves

More information

REGISTRANT AGREEMENT Version 1.5

REGISTRANT AGREEMENT Version 1.5 REGISTRANT AGREEMENT Version 1.5 This agreement (the Agreement ) is between you (the Registrant ) and Canadian Internet Registration Authority ( CIRA ). RECITALS A. CIRA has approved the application of

More information

Victorian Civil and Administrative Tribunal Rules 2008

Victorian Civil and Administrative Tribunal Rules 2008 Victorian Civil and Administrative Tribunal Rules 2008 TABLE OF PROVISIONS Rule Page ORDER 1 PRELIMINARY 1 1.01 Object 1 1.02 Authorising provisions 1 1.03 Commencement 1 1.04 Revocation 1 1.05 Definition

More information

City of Toronto Public Appointments Policy

City of Toronto Public Appointments Policy City of Toronto Public Appointments Policy Governing Citizen Appointments to City Agencies and Corporations and Other Bodies April 28, 2014 Contact Information: Strategic and Corporate Policy Division

More information

Licensing and Standards Committee Item LS23.1, adopted as amended, by City of Toronto Council on December 5, 6, 7 and 8, 2017 CITY OF TORONTO

Licensing and Standards Committee Item LS23.1, adopted as amended, by City of Toronto Council on December 5, 6, 7 and 8, 2017 CITY OF TORONTO Authority: Licensing and Standards Committee Item LS23.1, adopted as amended, by City of Toronto Council on December 5, 6, 7 and 8, 2017 CITY OF TORONTO BY-LAW 613-2018 To adopt City of Toronto Municipal

More information

ACCESS, OPENNESS, ACCOUNTABILITY: A Guide to the Newfoundland and Labrador Registry of Lobbyists

ACCESS, OPENNESS, ACCOUNTABILITY: A Guide to the Newfoundland and Labrador Registry of Lobbyists ACCESS, OPENNESS, ACCOUNTABILITY: A Guide to the Newfoundland and Labrador Registry of Lobbyists TABLE OF CONTENTS AN OVERVIEW OF THE LOBBYIST REGISTRATION ACT 3 INTRODUCTION 3 DEFINITIONS 4 LOBBYING 4

More information

The Guide to the Assessment Review Board (ARB)

The Guide to the Assessment Review Board (ARB) The Guide to the Assessment Review Board (ARB) Contents Pages PART I - Overview..1-2 1. About the ARB a. Contact information b. History c. Jurisdiction d. ARB Rules of Practice and Procedure 2. Property

More information

SENATE FILE NO. SF0132. Sponsored by: Senator(s) Scott and Representative(s) Stubson and Walters A BILL. for

SENATE FILE NO. SF0132. Sponsored by: Senator(s) Scott and Representative(s) Stubson and Walters A BILL. for 0 STATE OF WYOMING LSO-0 SENATE FILE NO. SF0 Wyoming Fair Housing Act. Sponsored by: Senator(s) Scott and Representative(s) Stubson and Walters A BILL for AN ACT relating to housing discrimination; defining

More information

DOMESTIC VIOLENCE ACT NO. 116 OF 1998

DOMESTIC VIOLENCE ACT NO. 116 OF 1998 DOMESTIC VIOLENCE ACT NO. 116 OF 1998 [View Regulation] [ASSENTED TO 20 NOVEMBER, 1998] [DATE OF COMMENCEMENT: 15 DECEMBER, 1999] (English text signed by the President) This Act has been updated to Government

More information

POLICY FOR PREVENTION, PROHIBITION AND REDRESSAL OF SEXUAL HARASSMENT AT THE WORK PLACE

POLICY FOR PREVENTION, PROHIBITION AND REDRESSAL OF SEXUAL HARASSMENT AT THE WORK PLACE POLICY FOR PREVENTION, PROHIBITION AND REDRESSAL OF SEXUAL HARASSMENT AT THE WORK PLACE Skipper Limited ( Company ) believes that all employees, including other persons who have been dealing with the Company

More information

DISCLAIMER. Policy on bullying or harassment. Adopted by PGTC January 2017

DISCLAIMER. Policy on bullying or harassment. Adopted by PGTC January 2017 ICGP Policy on Bullying, Discrimination and Harassment for Members or Trainees acting on behalf of the College or undertaking College functions. A Policy for Trainee Complainants. DISCLAIMER The ICGP recognises

More information

INTERNATIONAL DISPUTE RESOLUTION PROCEDURES

INTERNATIONAL DISPUTE RESOLUTION PROCEDURES INTERNATIONAL DISPUTE RESOLUTION PROCEDURES (Including Mediation and Arbitration Rules) Rules Amended and Effective June 1, 2014 available online at icdr.org Table of Contents Introduction.... 5 International

More information

County of Fresno Office of the District Attorney Lisa A. Smittcamp, District Attorney

County of Fresno Office of the District Attorney Lisa A. Smittcamp, District Attorney County of Fresno Office of the District Attorney Lisa A. Smittcamp, District Attorney REFERRAL COVER SHEET KEEP PAGES 1-4 FOR YOUR RECORDS Guidelines for completing the Real Estate Fraud Referral Form

More information

BY-LAW NO. 1 A by-law relating generally to the transaction of the business and affairs of ABORIGINAL NURSES ASSOCIATION OF CANADA

BY-LAW NO. 1 A by-law relating generally to the transaction of the business and affairs of ABORIGINAL NURSES ASSOCIATION OF CANADA BY-LAW NO. 1 A by-law relating generally to the transaction of the business and affairs of ABORIGINAL NURSES ASSOCIATION OF CANADA SECTION ONE INTERPRETATION 1.1 Definitions. In the By-laws, unless the

More information

WORKPLACE INVESTIGATIONS: Guidance to the Canadian Human Rights Commission from the Federal Court

WORKPLACE INVESTIGATIONS: Guidance to the Canadian Human Rights Commission from the Federal Court The Canadian Bar Association 12 th Annual National Administrative Law and Labour & Employment Law CLE Conference November 25 26, 2011 Ottawa, Ontario WORKPLACE INVESTIGATIONS: Guidance to the Canadian

More information

ALBERTA HUMAN RIGHTS ACT

ALBERTA HUMAN RIGHTS ACT Province of Alberta Revised Statutes of Alberta 2000 Current as of December 11, 2015 Office Consolidation Published by Alberta Queen s Printer Alberta Queen s Printer Suite 700, Park Plaza 10611-98 Avenue

More information

PRACTICE DIRECTIVES FOR CONTESTED APPLICATIONS IN THE PROVINCIAL COURT OF MANITOBA

PRACTICE DIRECTIVES FOR CONTESTED APPLICATIONS IN THE PROVINCIAL COURT OF MANITOBA PRACTICE DIRECTIVES FOR CONTESTED APPLICATIONS IN THE PROVINCIAL COURT OF MANITOBA November 4, 2013 TABLE OF CONTENTS PREAMBLE TO PRACTICE DIRECTIVES FOR CONTESTED APPLICATIONS IN THE PROVINCIAL COURT

More information

ADR INSTITUTE OF CANADA, INC. ADRIC ARBITRATION RULES I. MODEL DISPUTE RESOLUTION CLAUSE

ADR INSTITUTE OF CANADA, INC. ADRIC ARBITRATION RULES I. MODEL DISPUTE RESOLUTION CLAUSE ADR INSTITUTE OF CANADA, INC. ADRIC ARBITRATION RULES I. MODEL DISPUTE RESOLUTION CLAUSE Parties who agree to arbitrate under the Rules may use the following clause in their agreement: ADRIC Arbitration

More information

ROUTINE ACCESS POLICY. For the Nova Scotia Workers Compensation Appeals Tribunal. October 2003 (Revised April 2005)

ROUTINE ACCESS POLICY. For the Nova Scotia Workers Compensation Appeals Tribunal. October 2003 (Revised April 2005) ROUTINE ACCESS POLICY For the Nova Scotia Workers Compensation Appeals Tribunal October 2003 (Revised April 2005) 1. POLICY STATEMENT This "Routine Access" policy for the Nova Scotia Workers Compensation

More information

UNIFORM JUDICIAL QUESTIONNAIRE

UNIFORM JUDICIAL QUESTIONNAIRE C O N F I D E N T I A L 1. Full Name: Have you ever been known by any other name (other than a recognizable nickname)? Yes No If yes, specify the name(s) and year(s) of name change and/or the years during

More information

GUIDE TO PROCEEDINGS BEFORE THE IMMIGRATION DIVISION

GUIDE TO PROCEEDINGS BEFORE THE IMMIGRATION DIVISION GUIDE TO PROCEEDINGS BEFORE THE IMMIGRATION DIVISION Legal Services Table of Contents About the Guide to Proceedings Before the Immigration Division ii, iii Notes and references..iv Chapter 1... POWERS

More information

RULES OF PRACTICE AND PROCEDURE

RULES OF PRACTICE AND PROCEDURE Financial Services Tribunal Tribunal des services financiers RULES OF PRACTICE AND PROCEDURE FOR PROCEEDINGS BEFORE THE FINANCIAL SERVICES TRIBUNAL Ce document est également disponible en français TABLE

More information

2007 Mental Health No.5 SAMOA

2007 Mental Health No.5 SAMOA 2007 Mental Health No.5 SAMOA Arrangement of Provisions PART l PRELIMINARY 1. Short title and commencement 2. Interpretation 3. Objectives 4. Application PART 2 VOLUNTARY CARE, SUPPORT AND TREATMENT WITHIN

More information

Ann Arbor, Michigan, Code of Ordinances >> TITLE IX - POLICE REGULATIONS >> Chapter 112 NON- DISCRIMINATION >>

Ann Arbor, Michigan, Code of Ordinances >> TITLE IX - POLICE REGULATIONS >> Chapter 112 NON- DISCRIMINATION >> Ann Arbor, Michigan, Code of Ordinances >> TITLE IX - POLICE REGULATIONS >> Chapter 112 NON- DISCRIMINATION >> Chapter 112 NON-DISCRIMINATION 9:150. Intent. 9:151. Definitions. 9:152. Discriminatory housing

More information

CHARTERED PROFESSIONAL ACCOUNTANTS OF ONTARIO RULES OF PRACTICE AND PROCEDURE MADE UNDER SECTION 25.1 OF THE STATUTORY POWERS PROCEDURE ACT

CHARTERED PROFESSIONAL ACCOUNTANTS OF ONTARIO RULES OF PRACTICE AND PROCEDURE MADE UNDER SECTION 25.1 OF THE STATUTORY POWERS PROCEDURE ACT CHARTERED PROFESSIONAL ACCOUNTANTS OF ONTARIO RULES OF PRACTICE AND PROCEDURE MADE UNDER SECTION 25.1 OF THE STATUTORY POWERS PROCEDURE ACT TABLE OF CONTENTS RULE 1 GENERAL RULES... 2 RULE 2 COMPLIANCE

More information

C-451 Workplace Psychological Harassment Prevention Act

C-451 Workplace Psychological Harassment Prevention Act Proposed Canadian National Law C-451 Workplace Psychological Harassment Prevention Act Second Session, Thirty-seventh Parliament, 51-52 Elizabeth II, 2002-2003 An Act to prevent psychological harassment

More information

ISSUES RELATING TO PATIENTS WHO LACK LEGAL CAPACITY TO MAKE THEIR OWN CHOICES

ISSUES RELATING TO PATIENTS WHO LACK LEGAL CAPACITY TO MAKE THEIR OWN CHOICES WINDSOR REGIONAL HOSPITAL LUNCH N LEARN: OCTOBER 13, 2016 ISSUES RELATING TO PATIENTS WHO LACK LEGAL CAPACITY TO MAKE THEIR OWN CHOICES DAVID A. PAYNE Thomson, Rogers 390 Bay Street, Suite 3100 Toronto,

More information

Construction Industry Arbitration Rules and Mediation Procedures (Including Procedures for Large, Complex Construction Disputes)

Construction Industry Arbitration Rules and Mediation Procedures (Including Procedures for Large, Complex Construction Disputes) Construction Industry Arbitration Rules and Mediation Procedures (Including Procedures for Large, Complex Construction Disputes) Rules Amended and Effective October 1, 2009 Fee Schedule Amended and Effective

More information

WHITECAP DAKOTA FIRST NATION GOVERNANCE AGREEMENT-IN-PRINCIPLE

WHITECAP DAKOTA FIRST NATION GOVERNANCE AGREEMENT-IN-PRINCIPLE WHITECAP DAKOTA FIRST NATION GOVERNANCE AGREEMENT-IN-PRINCIPLE WHITECAP DAKOTA FIRST NATION GOVERNANCE AGREEMENT-IN-PRINCIPLE TABLE OF CONTENTS PREAMBLE... 5 PART I WHITECAP DAKOTA GOVERNMENT CHAPTER 1:

More information

RENTAL HOUSING AMENDMENT BILL

RENTAL HOUSING AMENDMENT BILL REPUBLIC OF SOUTH AFRICA RENTAL HOUSING AMENDMENT BILL (As introduced in the National Assembly (proposed section 76); explanatory summary of Bill published in Government Gazette No. 3700 of 19 November

More information

CHAPTER 6 RELATIONSHIP TO STUDENTS, EMPLOYEES AND OTHERS

CHAPTER 6 RELATIONSHIP TO STUDENTS, EMPLOYEES AND OTHERS CHAPTER 6 RELATIONSHIP TO STUDENTS, EMPLOYEES AND OTHERS 6.1 SUPERVISION Direct Supervision Required 6.1-1 A lawyer has complete professional responsibility for all business entrusted to him or her and

More information

CHILDREN COURT RULES, 2018

CHILDREN COURT RULES, 2018 CHILDREN COURT RULES, 2018 CONTENTS Rule Page PART 1 CITATION, COMMENCEMENT AND POWERS Citation and Commencement Rule 1.1 Definitions Rule 1.2 Application of the Rules Rule 1.3 Effect of non-compliance

More information

c t HUMAN RIGHTS ACT

c t HUMAN RIGHTS ACT c t HUMAN RIGHTS ACT PLEASE NOTE This document, prepared by the Legislative Counsel Office, is an office consolidation of this Act, current to August 20, 2016. It is intended for information and reference

More information

TekSavvy Solutions Inc.

TekSavvy Solutions Inc. TekSavvy Solutions Inc. Law Enforcement Guide TekSavvy Solutions Inc. ( TekSavvy ) is a provider of Internet access, voice telephony, and related telecommunication services. We retain subscriber information

More information

Guide for Municipalities

Guide for Municipalities APPENX B: Unreasonable Invasion of Priva Access to Information and Protection of Privacy Guide for Municipalities October 2015 Table of Contents Introduction... 3 Overview of Public Documents... 7 Adopted

More information

British Columbia. Health Professions Review Board. Rules of Practice and Procedure for Reviews under the Health Professions Act, R.S.B.C. 1996, c.

British Columbia. Health Professions Review Board. Rules of Practice and Procedure for Reviews under the Health Professions Act, R.S.B.C. 1996, c. British Columbia Health Professions Review Board Rules of Practice and Procedure for Reviews under the Health Professions Act, R.S.B.C. 1996, c. 183 These rules for reviews to the Health Professions Review

More information

The Privacy Policy links to the following Objective contained within the City Plan

The Privacy Policy links to the following Objective contained within the City Plan Privacy Policy Privacy Policy City Plan Reference The Privacy Policy links to the following Objective contained within the City Plan 2013-2017. Performance is about managing our resources wisely, providing

More information

XX... 3 TEXAS WORKFORCE COMMISSION... 3 CHAPTER 819. TEXAS WORKFORCE COMMISSION CIVIL RIGHTS DIVISION... 4

XX... 3 TEXAS WORKFORCE COMMISSION... 3 CHAPTER 819. TEXAS WORKFORCE COMMISSION CIVIL RIGHTS DIVISION... 4 XX.... 3 TEXAS WORKFORCE COMMISSION... 3 CHAPTER 819. TEXAS WORKFORCE COMMISSION CIVIL RIGHTS DIVISION... 4 SUBCHAPTER A. GENERAL PROVISIONS... 4 819.1. Purpose... 4 819.2. Definitions... 4 819.3. Roles

More information

A. Definitions. When used in this Part, and hereafter in this Chapter, except as otherwise indicated, the following definitions shall apply:

A. Definitions. When used in this Part, and hereafter in this Chapter, except as otherwise indicated, the following definitions shall apply: 515 RICR 10 00 1 TITLE 515 COMMISSION FOR HUMAN RIGHTS CHAPTER 10 OPERATION SUBCHAPTER 00 N/A PART 1 Definitions and General Applicability 1.1 Authorization The following Regulations of the Rhode Island

More information

HUMAN RIGHTS #2-08 Discrimination Harassment

HUMAN RIGHTS #2-08 Discrimination Harassment Policy & Procedures Manual HUMAN RIGHTS #2-08 Discrimination Harassment Approved: December 16, 1992 by: Board of Governors Revised and Approved: March 23, 2005 by: Board of Governors Effective: March 23,

More information

OMBUDSMAN FOR BANKING SERVICES AND INVESTMENTS TERMS OF REFERENCE

OMBUDSMAN FOR BANKING SERVICES AND INVESTMENTS TERMS OF REFERENCE OMBUDSMAN FOR BANKING SERVICES AND INVESTMENTS TERMS OF REFERENCE Purpose 1. These Terms of Reference describe the principal powers and duties of OBSI, the duties of Participating Firms, the scope of OBSI

More information

Income Security Advocacy Centre/ Centre d action pour la sécurité du revenu

Income Security Advocacy Centre/ Centre d action pour la sécurité du revenu Income Security Advocacy Centre/ Centre d action pour la sécurité du revenu Submission to the Standing Committee on Justice Policy Legislative Hearings on Bill 107 An Act to Amend the Ontario Human Rights

More information

Discrimination and Harassment Policy

Discrimination and Harassment Policy Discrimination and Harassment Policy Category: Human Resources Approval: Board of Governors Responsibility: Human Rights Advisor Date: December 2, 2016 Part I. Discrimination & Harassment Policy Table

More information

AAA Commercial Arbitration Rules and Mediation Procedures (Including Procedures for Large, Complex, Commercial Disputes)

AAA Commercial Arbitration Rules and Mediation Procedures (Including Procedures for Large, Complex, Commercial Disputes) APPENDIX 4 AAA Commercial Arbitration Rules and Mediation Procedures (Including Procedures for Large, Complex, Commercial Disputes) Commercial Mediation Procedures M-1. Agreement of Parties Whenever, by

More information

Rules for alternative dispute resolution procedures

Rules for alternative dispute resolution procedures RULES FOR ALTERNATIVE DISPUTE RESOLUTION PROCEDURES 1 Rules for alternative dispute resolution procedures SYRELI EXPERT ALTERNATIVE DISPUTE RESOLUTION RULES FOR ALTERNATIVE DISPUTE RESOLUTION PROCEDURES

More information

Aircraft Noise Ombudsman Charter. Approved 11 April 2012

Aircraft Noise Ombudsman Charter. Approved 11 April 2012 Aircraft Noise Ombudsman Charter Approved 11 Contents Section A: Preliminary Matters... 3 Part 1 Introduction... 3 Purpose of the Service... 3 Handling of Complaints... 3 Scope of the Charter... 3 Part

More information

ELECTION FINANCES AND CONTRIBUTIONS DISCLOSURE ACT

ELECTION FINANCES AND CONTRIBUTIONS DISCLOSURE ACT Province of Alberta ELECTION FINANCES AND CONTRIBUTIONS DISCLOSURE ACT Revised Statutes of Alberta 2000 Current as of January 1, 2018 Office Consolidation Published by Alberta Queen s Printer Alberta Queen

More information

Discrimination and Harassment

Discrimination and Harassment H1 Policies and Procedures Discrimination and Harassment Originator: Vice President, Finance and Administration Approver: President s Council Effective: May 14, 2013 Replaces: February 14, 2006 1. Purpose

More information

Bylaws NAMI Wyoming National Alliance on Mental Illness (Adopted by Membership 5/2/09, as amended 5/18/14)

Bylaws NAMI Wyoming National Alliance on Mental Illness (Adopted by Membership 5/2/09, as amended 5/18/14) Bylaws NAMI Wyoming National Alliance on Mental Illness (Adopted by Membership 5/2/09, as amended 5/18/14) PREAMBLE: Mission Statement NAMI Wyoming exists to provide advocacy, education and support to

More information