Human Rights Archives - Page 2 of 2

Was race a factor? Drawing inferences in a discrimination analysis

January 22, 2015 | By Cory Boyd

We often hear from clients and participants in our training courses that they have difficulty determining whether discrimination has occurred at the conclusion of their investigations. A recent decision of the Human Rights Tribunal of Ontario succinctly articulates the test for discrimination and demonstrates its application. In Pieters v. Toronto Police Services Board (2014 HRTO

Expect the unexpected: Employees (and Rob Ford) on sick leave

September 15, 2014 | By Christine Thomlinson

I spent much of this past weekend poring over the news associated with Rob Ford’s departure from the Toronto mayoral race due to ill health. Despite feeling sympathy for Mr. Ford and wishing him a speedy recovery, there were voters and columnists who spoke of their disappointment at being deprived of the opportunity to cast

One-stop shopping for religious accommodation?

March 12, 2014

Recently, my colleagues and I spoke about the challenges of religious accommodation in the workplace. While I would describe each of us as reasonably culturally-aware, my colleagues and I professed (innocent) ignorance surrounding the specific products and costs involved in accommodating certain religious requests, such as installing foot-washing stations to facilitate Wudu or providing a

Getting back to work: Restoring relationships post-conflict

June 18, 2013 | By Cory Boyd

Recently I was invited to present a paper at the 2013 Canadian Association of Statutory Human Rights Agencies (CASHRA) as part of a panel titled A Model for the Future: Restorative Approach. The question the panel was designed to address was, “Can a restorative approach meet the stated purpose of each human rights jurisdiction in

The essential human rights primer for workplace investigators

February 22, 2013 | By Cory Boyd

Since joining Rubin Thomlinson, I have had the opportunity to deliver workplace investigation training to hundreds of human resources professionals who are challenged in their workplaces to respond to issues of discrimination and harassment. During that time, I’ve noticed an increasing recognition of the duty to investigate these matters, and in some cases, I’ve seen

Serious insight for serious situations.