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In celebration of our twentieth anniversary, we have created the Rubin Thomlinson LLP Workplace Human Rights Award, in partnership with Toronto Metropolitan University’s Lincoln Alexander School of Law. Learn More
The rights and freedoms of trans people currently dominate certain news cycles, and for good reason. The American Civil Liberties Union is tracking 118 anti-trans health care bills in the U.S., along with a variety of trans athlete bans, public accommodation bans, and education gag orders about gender identity and expression.
Slurs, name-calling, swearing, yelling, taunting, eye rolling, profane jokes and innuendos, sexual harassment, violence to property or person: these are easily recognized as the types of behaviours which run afoul of workplace codes of conduct and anti-harassment policies.
Social media can be a great way to connect with friends and family, especially those people we don’t often get to visit in person. Unfortunately, social media can also be a venue in which workers make demeaning, threatening, and insulting comments about colleagues and supervisors.
En décembre 2022, un arbitre du travail québécois1 a ordonné à l’Université du Québec à Montréal (UQÀM) de verser 4 000 $, à titre de dommages moraux, à Gaëlle Étémé Lebogo, une étudiante au doctorat qui s’identifie comme une femme Noire, en raison du harcèlement psychologique et discriminatoire qu’elle a subi dans le cadre d’un contrat de correctrice d’examen.
In December 2022, a Québec labour arbitrator rendered a decision ordering Université du Québec à Montréal (UQÀM) to pay $4,000 in moral damages to Gaëlle Étémé Lebogo, a teacher assistant and PhD student who identifies as a Black woman, following the psychological and discriminatory harassment she suffered in the workplace.
One question that often arises when addressing incidents of discrimination or harassment under human rights legislation is who is liable. This issue arose in a recent decision of the Ontario Superior Court of Justice, Incognito v Skyservice Business Aviation Inc., …
If you are an investigator like me, you may have noticed the term “white fragility” has emerged in some of your cases, especially when the investigation involves claims of race-based harassment and/or discrimination. This may be as part of a complainant’s allegation, as in the respondent engaged in “white fragility,” or as part of a respondent’s response, as in “this is not a case of ‘white fragility’.” The concept has sparked much debate, as not everyone agrees with it.
In the summer of 2020, there was an incident involving a City of Toronto Municipal Standards Officer, Michael Rushton, and two Black women, Eva Amo-Mensah and Deborah Ampong (the “complainants”).
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