{"id":7241,"date":"2022-11-01T15:01:58","date_gmt":"2022-11-01T15:01:58","guid":{"rendered":"https:\/\/saskatchewanhumanrights.ca\/?page_id=7241"},"modified":"2023-05-30T15:05:31","modified_gmt":"2023-05-30T15:05:31","slug":"settlements","status":"publish","type":"page","link":"https:\/\/saskatchewanhumanrights.ca\/education-resources\/settlements\/","title":{"rendered":"Settlements"},"content":{"rendered":"

[et_pb_section fb_built=”1″ module_class=”content” _builder_version=”4.3.3″][et_pb_row _builder_version=”4.3.3″ custom_padding=”0px||0px||false|false”][et_pb_column type=”4_4″ _builder_version=”4.3.3″][et_pb_text admin_label=”The Saskatchewan Human Rights…” _builder_version=”4.3.3″]<\/p>\n

The Saskatchewan Human Rights Commission offers a process to resolve or settle complaints without going through formal filing of a complaint or through the entire investigation process. Mediation or facilitated discussion is available to complainants and respondents who want to settle the complaint at the start of the process, before an investigation has been done, or at any time during the investigation. Participation in early resolution or mediation can be the most effective and satisfying way to resolve a dispute.<\/p>\n

In the mediation process, a conciliatory approach is used to help the parties better understand each other’s perspective more fully. This approach often enables parties to deal more effectively in responding to the concerns of the other party, and provides them with direct input and more control in terms of how the matter is resolved.<\/p>\n

[\/et_pb_text][et_pb_text admin_label=”How It Works” _builder_version=”4.3.3″]<\/p>\n

How It Works<\/h5>\n
    \n
  1. You can choose to informally settle your complaint prior to formalizing a written complaint. If this is of interest to you please discuss this with the Commission’s Intake Officer.<\/li>\n
  2. Where a formal complaint is filed, the respondent (the person against whom the complaint has been filed) will be asked to respond to the complaint.<\/li>\n
  3. Next, both parties will try mediation to resolve the matter. Mediation at the early stages can be very successful for all parties.<\/li>\n
  4. A Mediator-Facilitator will be assigned to the matter and s\/he will encourage the parties to resolve the matter within 90 days. Mediation files receive top priority at the Commission.<\/li>\n
  5. Facilitation may proceed by way of a face-to-face mediation, shuttle negotiation by phone or through correspondence, or a combination of both.<\/li>\n
  6. If the parties cannot reach a settlement within 90 days, the complaint will move to the investigative process unless a settlement appears likely. Investigations often take several months to complete, depending on the complexities of the case, and there may be a waiting period before an investigator is available.<\/li>\n
  7. Parties in the investigation route can move to mediation at any time before the investigation is complete and they may be asked to mediate at the conclusion of the investigation.<\/li>\n
  8. All discussions with the mediator are “without prejudice” and information provided during settlement discussions is kept separate and confidential from the Investigator.<\/li>\n<\/ol>\n

    [\/et_pb_text][et_pb_text admin_label=”Other Points to Consider” _builder_version=”4.3.3″]<\/p>\n

    Other Points to Consider <\/h5>\n
      \n
    1. Both parties are responsible for reaching whatever settlement terms are satisfactory to them. The Mediator-Facilitator will not advocate for either party, nor will s\/he advise either party to accept a settlement offer or not. If either party is not sure what is appropriate, they should seek independent advice.<\/li>\n
    2. The Commission will provide basic information to both parties about awards and decisions by Boards of Inquiry, Tribunals or Courts in similar circumstances, if requested.<\/li>\n
    3. Settlement terms may include but are not limited to:\n
        \n
      1. a verbal or written apology<\/li>\n
      2. reinstatement of lost rights or opportunities adoption of anti-harassment\/anti-discrimination policies<\/li>\n
      3. compensation for lost wages, other benefits or expenses, if appropriate compensation for injury to feelings, dignity or self-respect, if appropriate<\/li>\n
      4. making a facility accessible for people with disabilities, or developing a plan to provide accessibility.<\/li>\n<\/ol>\n<\/li>\n
      5. The Chief Commissioner has the discretion to publicize in any manner the results of any settlement of a complaint according to Section 28 (3) of the Code.<\/em><\/li>\n
      6. If an agreement to settle is reached, the mediator-facilitator will draft a Memorandum of Agreement, <\/em>which will settle the complaint and the file will be closed. Along with the two parties named in the complaint, the Chief Commissioner of the Saskatchewan Human Rights Commission must sign and ratify the agreement, in order for it to be considered concluded.<\/li>\n<\/ol>\n

        [\/et_pb_text][et_pb_text admin_label=”Resolved settlements” _builder_version=”4.3.3″ custom_margin=”||||false|false” locked=”off”]<\/p>\n

        The following complaints were settled using the Commission’s resolution process:<\/h6>\n

        [\/et_pb_text][et_pb_code admin_label=”Search” _builder_version=”4.3.3″ locked=”off”][\/et_pb_code][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ disabled_on=”on|on|on” _builder_version=”4.3.3″ custom_padding=”0px||||false|false” disabled=”on” locked=”off”][et_pb_column type=”1_2″ _builder_version=”4.3.3″][et_pb_accordion _builder_version=”4.3.3″][et_pb_accordion_item title=”X v Empire Investments Corporation and JP” open=”on” _builder_version=”4.3.3″]<\/p>\n

        Complaint<\/strong>: X v Empire Investments Corporation and JP
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: sex\/sexual harassment<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment and s19, employment applications and ads not to discriminate<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: August 23, 2013<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: May 2014<\/p>\n

        Date of Hearing:<\/strong> N\/A<\/p>\n

        Final Disposition:<\/strong> Damages awarded to Complainant<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> July 4, 2014<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> https:\/\/www.canlii.org\/en\/sk\/skqb\/doc\/2014\/2014canlii150064\/2014canlii150064.html?autocompleteStr=x%20v%20empi&autocompletePos=1\u00a0\u00a0<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”MY v Charan Property Management Inc.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: MY v Charan Property Management Inc.
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: September 14, 2013<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: November 26, 2013<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved prior to Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> November 21, 2013<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”AD v St. Regis Group o\/a Maris Properties” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: AD v St. Regis Group o\/a Maris Properties
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: September 24, 2013<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: January 2014<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved prior to hearing but after Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> June 9, 2014<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”MD v Saskatoon and Region Home Builders’ Association Inc.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: MD v Saskatoon and Region Home Builders’ Association Inc.
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: sex<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: October 24, 2014<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: February 19, 2015<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> March 17, 2015<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”DL v Walmart Canada Corp.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: DL v Walmart Canada Corp.
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: December 2, 2014<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: Feb 18, 2015<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved prior to hearing but after Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> February 23, 2016<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”JS v Platinum Motors Corporation” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: JS v Platinum Motors Corporation
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: sex<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: January 22, 2015<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: September 4, 2015<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> September 4, 2015<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”LR v Hospitals of Regina Foundation Inc. ” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: LR v Hospitals of Regina Foundation Inc.
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination:<\/strong> disability<\/em><\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint:<\/strong> October 7, 2015<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference: <\/strong>December 22, 2015<\/p>\n

        Date of Hearing: <\/strong>N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved prior to hearing but after pre-hearing conference<\/p>\n

        Date of Resolution or Disposition:<\/strong> September 27, 2016<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”LB v Government of Saskatchewan (Ministry of Health) and eHealth Saskatchewan” _builder_version=”4.3.3″ open=”off”] <\/p>\n

        Complaint<\/strong>: LB v Government of Saskatchewan (Ministry of Health) and eHealth Saskatchewan
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: gender identity<\/p>\n

        Alleged discriminatory practice<\/strong>: s12, accommodation, service, facility ordinarily provided to the public<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: December 23, 2015<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: N\/A<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Bifurcated: Consent order and settlement on remaining issues<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> February 23, 2016 (consent order); May 12, 2016 (settlement of remaining issues)<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”PR v Northwest Community Futures Development Corporation” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: PR v Northwest Community Futures Development Corporation
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: February 28, 2016<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: May 18, 2016<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> May 19, 2016<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”RS v Flocor Inc.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: RS v Flocor Inc.
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: May 5, 2016<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: Scheduled for September 26, 2016<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved prior to pre-hearing conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> September 23, 2016<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”JL v KMC Plumbing Inc., KH, and MH” _builder_version=”4.3.3″ open=”off”] <\/p>\n

        Complaint<\/strong>: JL v KMC Plumbing Ltd., KH, and MH
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: sex<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: September 16, 2016<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: N\/A<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Disposition:<\/strong> Stayed pending bankruptcy proceedings<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> December 30, 2016<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”CS v Can-West Agencies Ltd. and RW” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: CS v Can-West Agencies Ltd. and RW
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: sex\/sexual harassment<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: November 15, 2016<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: April 28, 2017<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at pre-hearing conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> May 5, 2017<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”SS v University of Regina” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: SS v University of Regina
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: July 25, 2017<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: December 7, 2017<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved prior to hearing, but after Pre-Hearing conference<\/p>\n

        Date of Resolution or Disposition:<\/strong> June 3, 2019<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”BF v Walmart Canada Corp.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: BF v Walmart Canada Corp.
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: race or perceived race<\/p>\n

        Alleged discriminatory practice<\/strong>: s12, accommodation, service, facility ordinarily provided to the public<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: February 9, 2018<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: June 7, 2018<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> N\/A<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>none available<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”CR v WI (operating as In ‘N Out Pizza)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: CR v WI (operating as In ‘N Out Pizza)
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: sex\/sexual harassment<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: March 26, 2018<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: June 7, 2018<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at pre-hearing conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> June 7, 2018<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”PC v 1103353 Alberta Ltd.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: PC v 1103353 Alberta Ltd.
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: July 20, 2020<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: November 12, 2020<\/p>\n

        Date of Hearing:<\/strong>\u00a0 TBD<\/p>\n

        Final Disposition:<\/strong> Resolved at Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> November 12, 2020<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”MS (acting on behalf of another) v McDonald’s Restaurants of Canada” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: MS (acting on behalf of another) v McDonald’s Restaurants of Canada
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s12 accommodation, service, facility ordinarily provided to the public<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: August 31, 2020<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: March 29, 2021<\/p>\n

        Date of Hearing:<\/strong>\u00a0 November 22-26, 2021<\/p>\n

        Final Disposition:<\/strong> TBD<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”BH v RM of Riverside, No. 168″ _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: BH v RM of Riverside, No. 168
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: August 11, 2020<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: February 12, 2021<\/p>\n

        Date of Hearing:<\/strong>\u00a0 TBD<\/p>\n

        Final Disposition:<\/strong> TBD<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”JV v MF” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: JV v MF
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s. 11, rental housing<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: January 28, 2021<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: April 20, 2021<\/p>\n

        Date of Hearing:<\/strong>\u00a0 N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved after Pre-Hearinng Conference, prior to the hearing<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> November 18, 2021<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”LA v. Banff Constructors Ltd.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        LA v. Banff Constructors Ltd.
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: race and\/or ancestry<\/p>\n

        Alleged discriminatory practice<\/strong>: s. 16, employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: June 16, 2021<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: October 5, 2021<\/p>\n

        Date of Hearing:<\/strong> \u00a0April 18-20, 2022<\/p>\n

        Final Disposition:<\/strong> TBD<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> N\/A<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”JY, DM, and LE v. Government of Saskatchewan” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        JY, DM, and LE v. Government of Saskatchewan<\/p>\n

        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: age<\/p>\n

        Alleged discriminatory practice<\/strong>: s. 9, occupation<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: September 14, 2021<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: January 21, 2021<\/p>\n

        Date of Hearing:<\/strong> \u00a0October 2-3, 2022<\/p>\n

        Final Disposition:<\/strong> TBD<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> N\/A<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”TP v. SRG Security Resource Group Inc.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        TP v. SRG Security Resource Group Inc.<\/p>\n

        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s. 16, employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: Feb 28, 2022<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: June 28, 2022<\/p>\n

        Date of Hearing:<\/strong> \u00a0TBD<\/p>\n

        Final Disposition:<\/strong> TBD<\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”MS v. Government of Saskatchewan (Ministry of Health)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        MS v. Government of Saskatchewan (Ministry of Health)<\/p>\n

        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: gender identity<\/p>\n

        Alleged discriminatory practice<\/strong>: s. 12, services<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: April 27, 2022<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: TBD<\/p>\n

        Date of Hearing:<\/strong> \u00a0TBD<\/p>\n

        Final Disposition:<\/strong> TBD<\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][\/et_pb_accordion][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.3.3″][et_pb_accordion _builder_version=”4.3.3″][et_pb_accordion_item title=”JK v Seedmaster Manufacturing Ltd.” open=”on” _builder_version=”4.3.3″]<\/p>\n

        Complaint<\/strong>: JK v Seedmaster
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: April 26, 2018<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: September 5, 2018<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> N\/A<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>none available<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”RH v Hertz Northern Bus (2006) Ltd.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: RH v Hertz Northern Bus (2006) Ltd.
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: July 17, 2018<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: September 11, 2018<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> N\/A<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>none available<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”AP v. City of Regina and K.M.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: AP v City of Regina and K.M.
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: sex \/ sexual harassment<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: September 14, 2018<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: November 22, 2018<\/p>\n

        Date of Hearing:<\/strong>\u00a0 November 4-8, 2019<\/p>\n

        Final Disposition:<\/strong> Resolved prior to hearing but after Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> October 28, 2019<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”JK v Flaman Sales Ltd.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: JK v Flaman Sales Ltd.
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: September 28, 2018<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: March 12, 2019<\/p>\n

        Date of Hearing:<\/strong>\u00a0 TBD<\/p>\n

        Final Resolution:<\/strong> Dismissed by Chief Commissioner (concurrent civil action remains outstanding)<\/p>\n

        Date of Resolution or Disposition:<\/strong> November 29, 2021<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>none available<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”XK v The Saskatchewan Legal Aid Commission and G.S.W.C.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: XK v The Saskatchewan Legal Aid Commission and G.S.W.C.
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination:<\/strong> sex \/ sexual harassment<\/em><\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint:<\/strong> November 14, 2018<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference: <\/strong>April 1, 2019<\/p>\n

        Date of Hearing: <\/strong>TBD<\/p>\n

        Final Disposition:<\/strong> Resolved at pre-hearing conference<\/p>\n

        Date of Resolution or Disposition:<\/strong> April 1, 2019<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> none available<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”PS v Denro Property Management Ltd.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: S v Denro Property Management Ltd.
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: January 15, 2019<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: October 28, 2019<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at Pre-Hearing Conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> October 29, 2019<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>none available<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”BB v Town of Kyle” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: BB v Town of Kyle
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: sex and family status<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: January 23, 2019<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: TBD<\/p>\n

        Date of Hearing:<\/strong>  TBD<\/p>\n

        Final Disposition:<\/strong> Resolved prior to pre-hearing conference<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> April 25,2019<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>none available<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”JS v Synod of the Diocese of Saskatoon” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: JS v Synod of Diocese of Saskatoon
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: age<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: January 28, 2019<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: March 1, 2019<\/p>\n

        Date of Hearing:<\/strong>\u00a0 N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved prior to hearing, but after Pre-Hearing Conference<\/p>\n

        Date of Resolution or Disposition:<\/strong> May 12, 2020<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>none available<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”TC v Saskatchewan Power Corporation” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: TC v Saskatchewan Power Corporation
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: March 26, 2019<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: June 19, 2019<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> TBD<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> October 10, 2019<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”KF v Advance Door Systems Ltd.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: KF v Advance Door Systems Ltd. and BS
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: sex<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: March 27, 2019<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: October 4, 2019<\/p>\n

        Date of Hearing:<\/strong>  TBD<\/p>\n

        Final Disposition:<\/strong> TBD<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”HM v SSR Mining Inc. (formerly Claude Resources Inc.)” _builder_version=”4.3.3″ open=”off”] <\/p>\n

        Complaint<\/strong>: HM v SSR Mining Inc. (formerly Claude Resources Inc.)
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: April 25, 2019<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: June 26, 2019<\/p>\n

        Date of Hearing:<\/strong>  N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved on pre-hearing conference<\/em><\/p>\n

        Date of Resolution or Disposition: <\/strong>July 8, 2019<\/p>\n

        Hyperlink to decision or order, if any: N\/A<\/strong><\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”NK v Government of Saskatchewan (Ministry of Agriculture)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: NK v Government of Saskatchewan (Ministry of Agriculture)
        \nIndividual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: place of origin, race or perceived race<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment and s19, employment applications and ads not to discriminate<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: May 7, 2019<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: October 21, 2019<\/p>\n

        Date of Hearing:<\/strong>  TBC<\/p>\n

        Final Disposition:<\/strong> Resolved at Pre-Hearing Conference<\/p>\n

        Date of Resolution or Disposition:<\/strong> November 19, 2019<\/p>\n

        Hyperlink to decision or order, if any: N\/A<\/strong><\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”BH v Pre-Con Ltd.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: BH v Pre-Con Ltd.
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: August 1, 2019<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: December 12, 2019<\/p>\n

        Date of Hearing:<\/strong> N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at the Pre-Hearing Conference<\/p>\n

        Date of Resolution or Disposition:<\/strong> December 12, 2019<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”DG v RM of Baildon No. 131″ _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: DG v RM of Baildon No.131
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: August 30, 2019<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: December 6, 2019<\/p>\n

        Date of Hearing:<\/strong> March 1-12, 2021<\/p>\n

        Final Disposition:<\/strong> Damages awarded to Complainant (Appeal pending)<\/p>\n

        Date of Resolution or Disposition:<\/strong> April 6, 2022<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> https:\/\/www.canlii.org\/en\/sk\/skqb\/doc\/2022\/2022skqb99\/2022skqb99.html?autocompleteStr=gronvold&autocompletePos=5\u00a0<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”AS v Dee’s Confectionary & Gas Bar Ltd. ” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: AS v Dee’s Confectionary & Gas Bar Ltd.
        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: colour, place of origin, race or perceive race<\/p>\n

        Alleged discriminatory practice<\/strong>: s12, accommodation, service, facility ordinarily provided to the public<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: September 24, 2019<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: January 10, 2020<\/p>\n

        Date of Hearing:<\/strong>\u00a0 N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at Pre-Hearing Conference<\/p>\n

        Date of Resolution or Disposition:<\/strong> January 10, 2020<\/p>\n

        Hyperlink to decision or order, if any:<\/strong> N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”CW v. 101023915 SASKATCHEWAN LTD., operating as FABUTAN” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: CW v 101023915 SASKATCHEWAN LTD., operating as FABUTAN<\/p>\n

        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: February 19, 2020<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: October 30, 2020<\/p>\n

        Date of Hearing:<\/strong>\u00a0 N\/A<\/p>\n

        Final Disposition:<\/strong> Resolved at Pre-Hearing Conference<\/p>\n

        Date of Resolution or Disposition:<\/strong> October 30, 2020<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”JM v. File Hills Board of Police Commissioners Inc. o\/a File Hills First Nations Police Service” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: JM v. File Hills Board of Police Commissioners Inc. o\/a File Hills First Nations Police Service<\/p>\n

        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: age<\/p>\n

        Alleged discriminatory practice<\/strong>: s16, discrimination in employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: September 15, 2020<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: November 26, 2020<\/p>\n

        Date of Hearing:<\/strong>\u00a0 TBD<\/p>\n

        Final Disposition:<\/strong> TBD<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”SB & LD v. EGC Development Corp.” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        Complaint<\/strong>: SB & LD v. EGC Development Corp.<\/p>\n

        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: religion<\/p>\n

        Alleged discriminatory practice<\/strong>: s. 11, rental housing<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: December 27, 2020<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: April 19, 2021<\/p>\n

        Date of Hearing:<\/strong>\u00a0 TBD<\/p>\n

        Final Disposition:<\/strong> TBD<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”DC v. Saskatchewan Power Corporation, KP, and PvR” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        DC v. Saskatchewan Power Corporation,\u00a0KP, and PvR<\/p>\n

        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s. 16, employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: January 4, 2021<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: March 31, 2021<\/p>\n

        Date of Hearing:<\/strong>\u00a0 TBD<\/p>\n

        Final Disposition:<\/strong> TBD<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”HD v. North Ridge Development Corporation” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        HD v. North Ridge Development Corporation<\/p>\n

        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: family\u00a0 status<\/p>\n

        Alleged discriminatory practice<\/strong>: s. 16, employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: July 7, 2021<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: October 6, 2021<\/p>\n

        Date of Hearing:<\/strong>\u00a0 May 9-13, 2022<\/p>\n

        Final Disposition:<\/strong> TBD<\/em><\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”MO v. Federation of Sovereign Indigenous Nations” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        MO v. Federation of Sovereign Indigenous Nations<\/p>\n

        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s. 16, employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: Oct 12, 2021<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: May 13, 2022<\/p>\n

        Date of Hearing:<\/strong>\u00a0 TBD<\/p>\n

        Final Disposition:<\/strong> TBD<\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”TD v. Saskatchewan Telecommunications” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        TD v. Saskatchewan Telecommunications<\/p>\n

        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: disability<\/p>\n

        Alleged discriminatory practice<\/strong>: s. 16, employment<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: May 9, 2022<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: TBD<\/p>\n

        Date of Hearing:<\/strong>\u00a0 TBD<\/p>\n

        Final Disposition:<\/strong> TBD<\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][et_pb_accordion_item title=”GW v. Government of Saskatchewan (Ministry of Health)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

        GW v. Government of Saskatchewan (Ministry of Health)<\/p>\n

        Individual complainant and respondent identified by initials only \u2013 corporate\/business names fully identified <\/em><\/p>\n

        Alleged prohibited ground of discrimination<\/strong>: gender identity<\/p>\n

        Alleged discriminatory practice<\/strong>: s. 12,\u00a0 services<\/p>\n

        Date of Application to Court of Queen\u2019s<\/span> Bench for Hearing of the Complaint<\/strong>: April 27, 2022<\/p>\n

        Date of Queen\u2019s Bench Pre-Hearing Conference<\/strong>: TBD<\/p>\n

        Date of Hearing:<\/strong>\u00a0 TBD<\/p>\n

        Final Disposition:<\/strong> TBD<\/p>\n

        Date of Resolution or Disposition:<\/strong> TBD<\/p>\n

        Hyperlink to decision or order, if any: <\/strong>N\/A<\/p>\n

        [\/et_pb_accordion_item][\/et_pb_accordion][\/et_pb_column][\/et_pb_row][et_pb_row use_custom_gutter=”on” gutter_width=”2″ module_class=”court-of-queens-list” _builder_version=”4.3.3″ custom_padding=”0px||||false|false” locked=”off”][et_pb_column type=”4_4″ _builder_version=”4.3.3″][et_pb_accordion _builder_version=”4.3.3″ hover_enabled=”0″][et_pb_accordion_item title=”Settlement 1 (disability, sex)” open=”on” _builder_version=”4.3.3″]<\/p>\n

        Fiscal Year: 20-21<\/u><\/strong><\/p>\n

        Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

        Prohibited Ground: disability<\/strong><\/p>\n

        Resolution achieved: Mediation <\/strong><\/p>\n

        Particulars: <\/u><\/p>\n

        The Complainant alleged to be a female person with disabilities that required accommodation in the workplace. The Complainant had worked for the employer less than 1 year. The Complaint alleged that women were denied growth and earnings offered to men in the workplace, was referred to as a \u201cgirl\u201d, was subjected to comments of sexual innuendo, and was asked to do administrative or customer service tasks outside her job description. The Complainant felt compelled to resign her employment.<\/p>\n

        The Employer denied most allegations but admitted that some aspects of the employment relationship were not handled appropriately.<\/p>\n

        Potential resolutions: <\/u><\/p>\n

        Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

          \n
        • Reinstatement<\/li>\n
        • Compensation up to $20,000 for damage to dignity<\/li>\n
        • Loss of income<\/li>\n
        • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
        • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

          Resolution Reached: <\/u><\/p>\n

            \n
          • The Employer paid $8000 loss of income<\/li>\n
          • The Employer paid $4000 damage to dignity<\/li>\n<\/ul>\n

            [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 2 (disability, failure to accommodate) ” _builder_version=”4.3.3″ open=”off”]<\/p>\n

            Fiscal Year: 21-22<\/u><\/strong><\/p>\n

            Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

            Prohibited Ground: disability, failure to accommodate <\/strong><\/p>\n

            Resolution Achieved: Mediation <\/strong><\/p>\n

            Particulars: <\/u><\/p>\n

            The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant supplied a medical note to the employer to support the requested accommodation. Instead of being accommodated in the workplace, the Complainant\u2019s employment was terminated. The Employer did not believe that it could reasonably accommodate the Complainant in the workplace. \u00a0The Complainant was a probationary employee.<\/p>\n

            In accommodation matters, the onus is on the employee to prove the need for accommodation. If the Employer does not agree to provide the appropriate accommodation, the onus is on the Employer to demonstrate that providing the appropriate accommodation would represent an undue hardship. The accommodation does not have to be exactly as requested by the employee, and accommodation does not have to be perfectly implemented.<\/p>\n

            Potential resolutions: <\/u><\/p>\n

            Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

              \n
            • Reinstatement<\/li>\n
            • Compensation up to $20,000 for damage to dignity<\/li>\n
            • Loss of income<\/li>\n
            • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
            • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

              Resolution reached: <\/u><\/p>\n

                \n
              • The Employer paid 1 week\u2019s salary in lieu of notice outside the complaint process<\/li>\n
              • The Employer paid $2500 damage to dignity<\/li>\n<\/ul>\n

                [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 3 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                Fiscal Year: 21-22<\/u><\/strong><\/p>\n

                Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                Prohibited Ground: disability<\/strong><\/p>\n

                Resolution achieved: Directed Mediation (after investigation)<\/strong><\/p>\n

                \u00a0<\/strong><\/p>\n

                Particulars: <\/u><\/p>\n

                The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complaint took a medical leave and on return to the workplace, was asked to engage in workplace testing. The Employer alleged that the Complainant failed the testing, was not fit for work, and that it could not accommodate the Complainant\u2019s continued employment in the safety sensitive workplace. The Complainant\u2019s employment was terminated on that basis.<\/p>\n

                In accommodation matters, the onus is on the employee to prove the need for accommodation. If the Employer does not agree to provide the appropriate accommodation, the onus is on the Employer to demonstrate that providing the appropriate accommodation would represent an undue hardship. The accommodation does not have to be exactly as requested by the employee, and accommodation does not have to be perfectly implemented.<\/p>\n

                Potential resolutions: <\/u><\/p>\n

                Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                  \n
                • Reinstatement<\/li>\n
                • Compensation up to $20,000 for damage to dignity<\/li>\n
                • Loss of income<\/li>\n
                • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                  Resolution reached: <\/u><\/p>\n

                    \n
                  • The Employer paid $45,000 loss of income and in lieu of reinstatement<\/li>\n
                  • The Employer paid $20,000 damage to dignity<\/li>\n<\/ul>\n

                    [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 4 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                    Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                    Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                    Prohibited Ground: disability<\/strong><\/p>\n

                    Resolution achieved: Directed Mediation (after investigation)<\/strong><\/p>\n

                     <\/p>\n

                    Particulars: <\/u><\/p>\n

                    The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complaint was injured in the workplace, and shortly after completing a WCB return to work program, was terminated from employment.<\/p>\n

                    The Employer alleged that the Complainant was laid off due to work shortages. Where an Employee relies on workforce adjustment to disprove allegations of discrimination, it must be prepared to provide evidence of all hires and terminations for a period before and following the termination of the complainant employee.<\/p>\n

                    Potential resolutions: <\/u><\/p>\n

                    Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                      \n
                    • Reinstatement<\/li>\n
                    • Compensation up to $20,000 for damage to dignity<\/li>\n
                    • Loss of income<\/li>\n
                    • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                    • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                      Resolution achieved: <\/u><\/p>\n

                        \n
                      • The Employee was able to obtain outside sources of income to mitigate earnings loss<\/li>\n<\/ul>\n

                        The Employer paid $15,000 damage to dignity\u00a0 <\/p>\n

                        [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 5 (nationality, place of origin)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                        Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                        Protected Activity: ss 12 and 13 \u2013 Public Service and Education <\/u><\/strong><\/p>\n

                        Prohibited Ground: nationality, place of origin, race \u00a0<\/strong><\/p>\n

                        Resolution achieved: Mediation <\/strong><\/p>\n

                        \u00a0<\/strong><\/p>\n

                        Particulars: <\/u><\/p>\n

                        The Complainant that discriminatory statements were made to him about his race, nationality and place of origin while seeking services in an education facility. After internal investigation, the Respondent felt that the allegations were credible. \u00a0<\/p>\n

                        Potential resolutions: <\/u><\/p>\n

                        Where discrimination has occurred in the provision of services normally offered to the public, potential individual damages might include:<\/p>\n

                          \n
                        • Compensation up to $20,000 for damage to dignity<\/li>\n<\/ul>\n

                          Resolution reached: <\/u><\/p>\n

                            \n
                          • The Complainant received $15,000 in compensation for damage to dignity<\/li>\n
                          • To achieve systemic change, the institution agreed to internal policy and practice changes to prevent future breaches of the Code<\/em><\/li>\n<\/ul>\n

                            [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 6 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                            Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                            Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                            Prohibited Ground: disability<\/strong><\/p>\n

                            Resolution achieved: Mediation <\/strong><\/p>\n

                            \u00a0<\/strong><\/p>\n

                            Particulars: <\/u><\/p>\n

                            The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complaint took a medical leave and the Employer terminated the employment relationship shortly following the Complainant\u2019s return to work. The Employer alleged that the Complainant did not want to work and was not compliant with the return-to-work plan.<\/p>\n

                            Potential Resolutions: <\/u><\/p>\n

                            Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                              \n
                            • Reinstatement<\/li>\n
                            • Compensation up to $20,000 for damage to dignity<\/li>\n
                            • Loss of income<\/li>\n
                            • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                            • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                              Resolution achieved: <\/u><\/p>\n

                                \n
                              • The Employer paid $5000 damage to dignity<\/li>\n<\/ul>\n

                                [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 7 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                Prohibited Ground: disability<\/strong><\/p>\n

                                Resolution achieved: Mediation <\/strong><\/p>\n

                                 <\/p>\n

                                Particulars: <\/u><\/p>\n

                                The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant worked for the same employer more than 5 but less than 10 years. The Complaint took a medical leave, was cleared to return to work, but was injured shortly after return. The Employer terminated the employment relationship shortly thereafter, following what they alleged to be an unexplained work absence. The Employer alleged additional reasons for cause, citing supporting incidents pre-medical leave and following the return to work. While the incidents were not in dispute, the Complainant took issue with whether those incidents supported termination for cause.<\/p>\n

                                Potential resolutions: <\/u><\/p>\n

                                Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                  \n
                                • Reinstatement<\/li>\n
                                • Compensation up to $20,000 for damage to dignity<\/li>\n
                                • Loss of income<\/li>\n
                                • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                  Resolution reached: <\/u><\/p>\n

                                    \n
                                  • The Employer paid a sum which included 4 months severance pay<\/li>\n<\/ul>\n

                                    [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 8 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                    Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                    Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                    Prohibited Ground: disability<\/strong><\/p>\n

                                    Resolution achieved: Mediation <\/strong><\/p>\n

                                    Particulars: <\/u><\/p>\n

                                    The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant had worked for the same employer for more than 5 but less than 10 years. The Complaint took a medical leave and the Employer terminated the employment relationship during the term of the medical leave.<\/p>\n

                                    The Employer alleged that the Complainant was laid off due to work shortages. Where an Employee relies on workforce adjustment to disprove allegations of discrimination, it must be prepared to provide evidence of all hires and terminations for a period before and following the termination of the complainant employee.<\/p>\n

                                    The Employee was able to obtain other employment and outside sources of income to mitigate earnings loss<\/p>\n

                                    Potential Resolutions: <\/u><\/p>\n

                                    Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                      \n
                                    • Reinstatement<\/li>\n
                                    • Compensation up to $20,000 for damage to dignity<\/li>\n
                                    • Loss of income<\/li>\n
                                    • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                    • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                      Resolution reached: <\/u><\/p>\n

                                        \n
                                      • The Employer paid $3000 damage to dignity<\/li>\n<\/ul>\n

                                        [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 9 (sex-pregnancy)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                        Fiscal Year: 19-20<\/u><\/strong><\/p>\n

                                        Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                        Prohibited Ground: sex (pregnancy) <\/strong><\/p>\n

                                        Resolution achieved: Directed Mediation (after investigation) <\/strong><\/p>\n

                                        Particulars: <\/u><\/p>\n

                                        The Complainant notified her employer that she was pregnant. Her employment was terminated shortly thereafter. She was able to mitigate her losses by obtaining alternate employment. \u00a0<\/p>\n

                                        The Employer alleged that the employee had been fired due to performance issues. In this situation, the onus is on the employer to disprove that the employee was fired due to pregnancy.<\/p>\n

                                        Potential resolutions: <\/u><\/p>\n

                                        Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                          \n
                                        • Reinstatement<\/li>\n
                                        • Compensation up to $20,000 for damage to dignity<\/li>\n
                                        • Loss of income<\/li>\n
                                        • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                        • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                          Resolution Reached: <\/u><\/p>\n

                                            \n
                                          • The Employer paid $9500 damage to dignity<\/li>\n<\/ul>\n

                                            [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 10 (nationality, place of origin)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                            Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                            Protected Activity: s 19 \u2013 Employment Interview \u00a0<\/u><\/strong><\/p>\n

                                            Prohibited Ground: nationality, place of origin <\/strong><\/p>\n

                                            Resolution achieved: Investigation <\/strong><\/p>\n

                                            Particulars: <\/u><\/p>\n

                                            The Complainant alleged they were asked questions concerning race, nationality and place of origin during the interview process. The questioning was damaging to the complainant\u2019s confidence. The employer offered the complainant employment post-interview, but the complainant declined the offer.<\/p>\n

                                            Potential resolutions: <\/u><\/p>\n

                                            Where discriminatory statements or questions are made during the interview process, potential individual damages might include:<\/p>\n

                                              \n
                                            • Compensation up to $20,000 for damage to dignity<\/li>\n
                                            • Losses relating to loss of employment opportunity<\/li>\n<\/ul>\n

                                              Resolution Reached: <\/u><\/p>\n

                                                \n
                                              • The Employer agreed to pay the complainant $5000 for damage to dignity<\/li>\n<\/ul>\n

                                                [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 11 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                Fiscal Year: 18-19<\/u><\/strong><\/p>\n

                                                Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                Prohibited Ground: disability<\/strong><\/p>\n

                                                Resolution achieved: Investigation \u00a0<\/strong><\/p>\n

                                                 <\/p>\n

                                                Particulars: <\/u><\/p>\n

                                                The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant worked for the same employer more than 5 but less than 10 years. The Complaint was involved in 2 separate incidents that were said to exacerbate their disabilities. The Employer terminated the employment relationship shortly following the second incident, alleging the complainant\u2019s employment was terminated for cause. The complainant was unable work, or unable to find comparable work, for a period of 2 years. The Complainant did receive some replacement income from outside sources.<\/p>\n

                                                Potential resolutions: <\/u><\/p>\n

                                                Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                  \n
                                                • Reinstatement<\/li>\n
                                                • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                • Loss of income<\/li>\n
                                                • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                  Resolution reached: <\/u><\/p>\n

                                                    \n
                                                  • The Employer paid $20,000 damage to dignity<\/li>\n
                                                  • The Employer paid $18,500 in lieu of right of reinstatement<\/li>\n<\/ul>\n

                                                    [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 12 (race, nationality, place of origin)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                    Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                    Protected Activity: s13 \u2013 Education <\/u><\/strong><\/p>\n

                                                    Prohibited Ground: race, nationality, place of origin<\/strong><\/p>\n

                                                    Resolution achieved: Mediation <\/strong><\/p>\n

                                                    Particulars: <\/u><\/p>\n

                                                    The Complainants alleged that their child was discriminated against at school due to race, nationality and place of origin. The child\u2019s mental health was adversely affected. An independent investigation substantiated the allegations.<\/p>\n

                                                    Potential resolutions: <\/u><\/p>\n

                                                    Where discrimination has occurred in the provision of services normally offered to the public, potential individual damages might include:<\/p>\n

                                                      \n
                                                    • Compensation up to $20,000 for damage to dignity<\/li>\n<\/ul>\n

                                                      Resolution reached: <\/u><\/p>\n

                                                        \n
                                                      • The Complainants received $15,000 in compensation for damage to dignity<\/li>\n<\/ul>\n

                                                        [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 13 (sex)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                        Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                        Stage of complaint process when resolution achieved: Mediation<\/p>\n

                                                        Protected Activity: s13 \u2013 Education; s53 (retaliation) <\/u><\/strong><\/p>\n

                                                        Prohibited Ground: sex<\/strong><\/p>\n

                                                        Resolution achieved: External to the Commission Mediation process \u00a0<\/strong><\/p>\n

                                                        Particulars: <\/u><\/p>\n

                                                        The Complainant alleged that she was denied the right to participate in sport based on her gender, and that she later faced retaliation for lodging the initial complaint.<\/p>\n

                                                        The parties worked together and ultimately resolved the two complaints. \u00a0<\/p>\n

                                                        Potential resolutions: <\/u><\/p>\n

                                                        Where discrimination has occurred in the provision of services normally offered to the public, potential individual damages might include:<\/p>\n

                                                          \n
                                                        • Compensation up to $20,000 for damage to dignity<\/li>\n<\/ul>\n

                                                          Where retaliation for lodging a complaint occurs, damages also accrue for that discriminatory action. \u00a0<\/p>\n

                                                          Resolution reached: <\/u><\/p>\n

                                                            \n
                                                          • The Complainant received an aggregate $30,000 in compensation for damage to dignity<\/li>\n<\/ul>\n

                                                            [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 14 (nationality, place of origin)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                            Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                            Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                            Prohibited Ground: nationality, place of origin <\/strong><\/p>\n

                                                            Resolution achieved: Mediation <\/strong><\/p>\n

                                                            Particulars: <\/u><\/p>\n

                                                            The Complainant alleged they were prohibited from speaking to co-workers in a common language that was not English. The Complainant was terminated within their probationary period. The Employer denied that the language choice was a matter of discipline or the reason for termination of employment.<\/p>\n

                                                            Potential resolutions: <\/u><\/p>\n

                                                            Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                              \n
                                                            • Reinstatement<\/li>\n
                                                            • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                            • Loss of income<\/li>\n
                                                            • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                            • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                              Resolution Reached: <\/u><\/p>\n

                                                                \n
                                                              • The Employer agreed to provide a letter of reference and character reference.<\/li>\n
                                                              • No monetary compensation was involved in resolution.<\/li>\n<\/ul>\n

                                                                [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 15 (sex\/harassment)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                                Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                Prohibited Ground: sex (harassment) <\/strong><\/p>\n

                                                                Resolution achieved: Investigation <\/strong><\/p>\n

                                                                Particulars: <\/u><\/p>\n

                                                                The Complainant was a woman, employed in an occupation\/job traditionally occupied by men. The Complainant alleged that she was assaulted physically and subjected to unwanted advances, sexual remarks and innuendo. The Complainant had worked for the employer around 1 year before she felt compelled to resign.<\/p>\n

                                                                The Employer did not investigate the complaints of harassment, explaining that it would not act without a written complaint from its employee.<\/p>\n

                                                                Potential resolutions: <\/u><\/p>\n

                                                                Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                  \n
                                                                • Reinstatement<\/li>\n
                                                                • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                • Loss of income<\/li>\n
                                                                • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                  Resolution Reached: <\/u><\/p>\n

                                                                    \n
                                                                  • The employee retained the option of filing a WCB claim for psychological injury (income replacement and treatment can be pursued via this option)<\/li>\n
                                                                  • The employer paid the employee $20,000 damage to dignity<\/li>\n<\/ul>\n

                                                                    [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 16 (disability, age, failure to accommodate)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                    Fiscal Year: 21-22<\/u><\/strong><\/p>\n

                                                                    Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                    Prohibited Ground: disability, failure to accommodate, and age <\/strong><\/p>\n

                                                                    Resolution Achieved: Mediation <\/strong><\/p>\n

                                                                    Particulars: <\/u><\/p>\n

                                                                    The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant was over 60 years of age. \u00a0After a medical leave of absence, the Complainant supplied a medical note to substantiate a gradual return to work. The employer denied an ability to accommodate a gradual return or light duties, and terminated the Complainant\u2019s employment on the stated basis of ordinary course of business lay off due to economic downturn. The Complainant had been an employee of the business more than 5 years but less than 10 years.<\/p>\n

                                                                    In accommodation matters, the onus is on the employee to prove the need for accommodation. If the Employer does not agree to provide the appropriate accommodation, the onus is on the Employer to demonstrate that providing the appropriate accommodation would represent an undue hardship. The accommodation does not have to be exactly as requested by the employee, and accommodation does not have to be perfectly implemented.<\/p>\n

                                                                    The onus is also on the Employer to prove economic downturn if that is the stated reason for the layoff or termination of employment.<\/p>\n

                                                                    Potential resolutions: <\/u><\/p>\n

                                                                    Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                      \n
                                                                    • Reinstatement<\/li>\n
                                                                    • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                    • Loss of income<\/li>\n
                                                                    • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                    • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                      Resolution reached: <\/u><\/p>\n

                                                                        \n
                                                                      • The employee received 8 weeks severance from the employer outside the complaint process<\/li>\n
                                                                      • The employee received other wage replacement from sources outside the complaint process<\/li>\n
                                                                      • The employer paid $1200 employment expenses<\/li>\n
                                                                      • The employer paid $12,000 damage to dignity<\/li>\n
                                                                      • The employer provided a positive letter of reference<\/li>\n<\/ul>\n

                                                                        [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 17 (disability, failure to accommodate)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                        Fiscal Year: 21-22<\/u><\/strong><\/p>\n

                                                                        Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                        Prohibited Ground: disability, failure to accommodate<\/strong><\/p>\n

                                                                        Resolution Achieved: Mediation <\/strong><\/p>\n

                                                                        Particulars: <\/u><\/p>\n

                                                                        The Complainant alleged to be a person with disabilities that required accommodation in the workplace. \u00a0The Complainant had been an employee of the business more than 5 years but less than 10 years. After 3 years in the workplace, the Complainant was injured and required an accommodation of light duties only. After several more years, the Employer determined that no meaningful light duty work existed and that continuing the Complainant\u2019s employment was an undue hardship (as understood in the Code). <\/em>The Complainant resigned their employment and was able to quickly find replacement employment, and in so doing, earned a larger salary.<\/p>\n

                                                                        In accommodation matters, the onus is on the employee to prove the need for accommodation. If the Employer does not agree to provide the appropriate accommodation, the onus is on the Employer to demonstrate that providing the appropriate accommodation would represent an undue hardship. The accommodation does not have to be exactly as requested by the employee, and accommodation does not have to be perfectly implemented.<\/p>\n

                                                                        Potential resolutions: <\/u><\/p>\n

                                                                        Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                          \n
                                                                        • Reinstatement<\/li>\n
                                                                        • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                        • Loss of income<\/li>\n
                                                                        • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                        • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                          Resolution reached: <\/u><\/p>\n

                                                                            \n
                                                                          • The employer paid $4000 damage to dignity<\/li>\n<\/ul>\n

                                                                            [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 18 (sex\/pregnancy)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                            Fiscal Year: 21-22<\/u><\/strong><\/p>\n

                                                                            Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                            Prohibited Ground: sex (pregnancy) <\/strong><\/p>\n

                                                                            Resolution achieved: Mediation \u00a0<\/strong><\/p>\n

                                                                            Particulars: <\/u><\/p>\n

                                                                            The Complainant was employed less than 1 year. She notified her employer that she was pregnant. Her employment was terminated shortly thereafter. She was able to mitigate her losses by obtaining alternate employment. \u00a0<\/p>\n

                                                                            The Employer alleged that the employee had been fired due to performance issues. In this situation, the onus is on the employer to disprove that the employee was fired due to pregnancy.<\/p>\n

                                                                            Potential resolutions: <\/u><\/p>\n

                                                                            Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                              \n
                                                                            • Reinstatement<\/li>\n
                                                                            • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                            • Loss of income<\/li>\n
                                                                            • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                            • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                              Resolution Reached: <\/u><\/p>\n

                                                                                \n
                                                                              • The Employer paid $3000 damage to dignity<\/li>\n<\/ul>\n

                                                                                [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 19 (disability, failure to accommodate)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                Fiscal Year: 21-22<\/u><\/strong><\/p>\n

                                                                                Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                Prohibited Ground: disability, failure to accommodate<\/strong><\/p>\n

                                                                                Resolution Achieved: Mediation <\/strong><\/p>\n

                                                                                Particulars: <\/u><\/p>\n

                                                                                The Complainant alleged to be a person with disabilities that required accommodation in the workplace. \u00a0The Complainant had been an employee of the business more than 10 years. The Complainant was injured in a non-work-related accident and required an accommodation of light duties only. During this time of restricted duties, the Complainant was further injured in a non-work-related injury. The Employer determined that the Complainant could not be accommodated given the extent of injuries. The Complainant received Long Term Disability Benefits. When the Complainant was medically cleared to return to work, the Complainant\u2019s employment was terminated. \u00a0The Complainant found replacement work shortly after the termination.<\/p>\n

                                                                                In accommodation matters, the onus is on the employee to prove the need for accommodation. If the Employer does not agree to provide the appropriate accommodation, the onus is on the Employer to demonstrate that providing the appropriate accommodation would represent an undue hardship. The accommodation does not have to be exactly as requested by the employee, and accommodation does not have to be perfectly implemented.<\/p>\n

                                                                                Potential resolutions: <\/u><\/p>\n

                                                                                Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                  \n
                                                                                • Reinstatement<\/li>\n
                                                                                • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                • Loss of income<\/li>\n
                                                                                • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                  Resolution reached: <\/u><\/p>\n

                                                                                    \n
                                                                                  • The employer paid $8000 damage to dignity<\/li>\n<\/ul>\n

                                                                                    [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 20 (disability, failure to accommodate)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                    Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                                                    Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                    Prohibited Ground: disability, failure to accommodate <\/strong><\/p>\n

                                                                                    Resolution Achieved: Mediation <\/strong><\/p>\n

                                                                                    Particulars: <\/u><\/p>\n

                                                                                    The Complainant alleged to be a person with disabilities that required accommodation in the workplace.\u00a0 \u00a0After a medical leave of absence, the Complainant returned to work but with a medically verified restriction. The employer denied an ability to accommodate the restriction and placed the Complainant on a medical leave. A replacement was hired to take the Complainant\u2019s place in the workplace. \u00a0The Complainant had been an employee of the business more than 5 years but less than 10 years.<\/p>\n

                                                                                    In accommodation matters, the onus is on the employee to prove the need for accommodation. If the Employer does not agree to provide the appropriate accommodation, the onus is on the Employer to demonstrate that providing the appropriate accommodation would represent an undue hardship. The accommodation does not have to be exactly as requested by the employee, and accommodation does not have to be perfectly implemented.<\/p>\n

                                                                                    Potential resolutions: <\/u><\/p>\n

                                                                                    Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                      \n
                                                                                    • Reinstatement<\/li>\n
                                                                                    • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                    • Loss of income<\/li>\n
                                                                                    • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                    • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                      Resolution reached: <\/u><\/p>\n

                                                                                        \n
                                                                                      • The employer paid $10,000 categorized as a retirement allowance<\/li>\n
                                                                                      • The employer paid $2,000 damage to dignity<\/li>\n<\/ul>\n

                                                                                        [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 21 (sex\/harassment)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                        Fiscal Year: 19-20<\/u><\/strong><\/p>\n

                                                                                        Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                        Prohibited Ground: sex (harassment) <\/strong><\/p>\n

                                                                                        Resolution achieved: Directed Mediation \u00a0<\/strong><\/p>\n

                                                                                        Particulars: <\/u><\/p>\n

                                                                                        The Complainant was a woman, employed in the restaurant industry . The Complainant alleged that she was subjected to unwanted advances, sexual remarks and innuendo by her manager. The Complainant reported the harassment to the management and her employment was terminated shortly thereafter. The Complainant had worked for the employer less than 6 months. The complainant sought and obtained alternate employment in a timely manner.<\/p>\n

                                                                                        Potential resolutions: <\/u><\/p>\n

                                                                                        Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                          \n
                                                                                        • Reinstatement<\/li>\n
                                                                                        • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                        • Loss of income<\/li>\n
                                                                                        • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                        • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                          Resolution Reached: <\/u><\/p>\n

                                                                                            \n
                                                                                          • The employer paid the employee income replacement between the time of termination and the time she was able to secure new employment<\/li>\n
                                                                                          • The employer paid the employee $8,000 damage to dignity<\/li>\n<\/ul>\n

                                                                                            [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 22 (sex\/pregnancy)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                            Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                                                            Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                            Prohibited Ground: sex (pregnancy) <\/strong><\/p>\n

                                                                                            Resolution achieved: Investigation \u00a0<\/strong><\/p>\n

                                                                                            Particulars: <\/u><\/p>\n

                                                                                            The Complainant became pregnant while employed, and later took a maternity leave. While on leave, she was replaced. On her return to work, she was demoted, and her replacement was allowed to continue in the position that had been held by the Complainant. Her employment was terminated shortly thereafter. She was able to mitigate her losses by obtaining alternate employment in a timely manner.<\/p>\n

                                                                                            The Employer alleged that the employee had been fired due to a restructuring in the company. The onus is on the employer to disprove that the employee was fired due to pregnancy.<\/p>\n

                                                                                            Potential resolutions: <\/u><\/p>\n

                                                                                            Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                              \n
                                                                                            • Reinstatement<\/li>\n
                                                                                            • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                            • Loss of income<\/li>\n
                                                                                            • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                            • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                              Resolution Reached: <\/u><\/p>\n

                                                                                                \n
                                                                                              • The Employee was able to mitigate her loss of income by obtaining employment in a timely manner.<\/li>\n
                                                                                              • The Employer paid $10,000 damage to dignity \u00a0<\/li>\n<\/ul>\n

                                                                                                [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 22 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                                                                Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                Prohibited Ground: disability<\/strong><\/p>\n

                                                                                                Resolution Achieved: Mediation <\/strong><\/p>\n

                                                                                                Particulars: <\/u><\/p>\n

                                                                                                The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant took a medical leave from work and their employment was terminated directly following their return to the workplace. The Complainant was an employee with the business more than 5 years, but less than 10 years. While the business had hired other staff in similar positions, the Employer cited economic downturn as the reason behind the termination. The onus was on the Employer to show that disability was not a reason for the termination.<\/p>\n

                                                                                                The Complainant did not mitigate losses by seeking alternate employment but instead chose to enroll in an educational program.<\/p>\n

                                                                                                Potential resolutions: <\/u><\/p>\n

                                                                                                Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                  \n
                                                                                                • Reinstatement<\/li>\n
                                                                                                • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                • Loss of income<\/li>\n
                                                                                                • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                  Resolution reached: <\/u><\/p>\n

                                                                                                    \n
                                                                                                  • The Employer paid $5000 damage to dignity<\/li>\n<\/ul>\n

                                                                                                    [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 23 (gender identity)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                    Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                                                                    Protected Activity: ss 12\u00a0 \u2013 Public Service <\/u><\/strong><\/p>\n

                                                                                                    Prohibited Ground: gender identity \u00a0<\/strong><\/p>\n

                                                                                                    Resolution achieved: Mediation <\/strong><\/p>\n

                                                                                                    \u00a0<\/strong><\/p>\n

                                                                                                    Particulars: <\/u><\/p>\n

                                                                                                    The Complainant identified as non-binary and was presented with only \u201cM\u201d and \u201cF\u201d options on their health card application; a gender-neutral card was unavailable.<\/p>\n

                                                                                                     <\/p>\n

                                                                                                    Potential resolutions: <\/u><\/p>\n

                                                                                                    Where discrimination has occurred in the provision of services normally offered to the public, potential individual damages might include:<\/p>\n

                                                                                                      \n
                                                                                                    • Compensation up to $20,000 for damage to dignity<\/li>\n<\/ul>\n

                                                                                                      \u00a0<\/u><\/p>\n

                                                                                                      Resolution reached: <\/u><\/p>\n

                                                                                                        \n
                                                                                                      • The gender options were updated to include M, F, and X<\/li>\n
                                                                                                      • The Respondent supplied a letter of apology<\/li>\n
                                                                                                      • Complainant received $10,000 in compensation for damage to dignity<\/li>\n<\/ul>\n

                                                                                                        [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 23 (age)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                        Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                                                                        Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                        Prohibited Ground: age <\/strong><\/p>\n

                                                                                                        Resolution Achieved: Investigation <\/strong><\/p>\n

                                                                                                        Particulars: <\/u><\/p>\n

                                                                                                        The Complainant was over 60 years of age. \u00a0The Complainant had been a seasonal employee for the same employer for 10 years. After being asked about retirement planning, the Complainant was not recalled to work. Replacement staff was hired to do the job.\u00a0<\/p>\n

                                                                                                        Potential resolutions: <\/u><\/p>\n

                                                                                                        Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                          \n
                                                                                                        • Reinstatement<\/li>\n
                                                                                                        • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                        • Loss of income<\/li>\n
                                                                                                        • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                        • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                          Resolution reached: <\/u><\/p>\n

                                                                                                            \n
                                                                                                          • The employee received severance in lieu of notice from the employer outside the complaint process<\/li>\n
                                                                                                          • The employee was able to secure alternate employment<\/li>\n
                                                                                                          • The employer paid $2,000 damage to dignity<\/li>\n<\/ul>\n

                                                                                                            [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 24 (sex\/harassment)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                            Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                                                                            Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                            Prohibited Ground: sex (harassment) <\/strong><\/p>\n

                                                                                                            Resolution achieved: Mediation <\/strong><\/p>\n

                                                                                                            Particulars: <\/u><\/p>\n

                                                                                                            The Complainant was a woman, employed in an occupation\/job traditionally occupied by men. The Complainant alleged that she was subjected to unwanted advances, sexual remarks and innuendo. The Complainant alleged that she reported the behaviour to HR but felt no proper investigation was done. The employer disagreed and said that they had investigated the complaints and found no wrongdoing. Complainant had worked for the employer around 1 year before she felt compelled to resign. The Complainant was able to find alternate employment almost immediately.<\/p>\n

                                                                                                            Potential resolutions: <\/u><\/p>\n

                                                                                                            Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                              \n
                                                                                                            • Reinstatement<\/li>\n
                                                                                                            • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                            • Loss of income<\/li>\n
                                                                                                            • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                            • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                              Resolution Reached: <\/u><\/p>\n

                                                                                                                \n
                                                                                                              • The employer paid the employee $5,000 damage to dignity<\/li>\n<\/ul>\n

                                                                                                                [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 25 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                                Fiscal Year: 21-22<\/u><\/strong><\/p>\n

                                                                                                                Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                                Prohibited Ground: disability<\/strong><\/p>\n

                                                                                                                Resolution Achieved: Mediation <\/strong><\/p>\n

                                                                                                                Particulars: <\/u><\/p>\n

                                                                                                                The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant was an employee about 5 years.\u00a0 The Complainant took a medical leave from work and required periodic time off following that leave to manage their disability. After threats of termination for use of sick leave, the Complainant felt compelled to resign their employment.<\/p>\n

                                                                                                                The Employer denied knowing about the Complainant\u2019s disability and denied making threats of termination should further sick leave be utilized. \u00a0The onus was on the Employer to show that disability was not a reason for the termination.<\/p>\n

                                                                                                                Potential resolutions: <\/u><\/p>\n

                                                                                                                Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                                  \n
                                                                                                                • Reinstatement<\/li>\n
                                                                                                                • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                • Loss of income<\/li>\n
                                                                                                                • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                                • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                                  Resolution reached: <\/u><\/p>\n

                                                                                                                    \n
                                                                                                                  • The Employer paid $5000 damage to dignity<\/li>\n<\/ul>\n

                                                                                                                    [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 26 (disability, emotional support animal)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                                    Fiscal Year: 18-19<\/u><\/strong><\/p>\n

                                                                                                                    Protected Activity: ss 11 \u2013 Rental Property <\/u><\/strong><\/p>\n

                                                                                                                    Prohibited Ground: disability (emotional support animal) \u00a0<\/strong><\/p>\n

                                                                                                                    Resolution achieved: Directed Mediation \u00a0<\/strong><\/p>\n

                                                                                                                    \u00a0<\/strong><\/p>\n

                                                                                                                    Particulars: <\/u><\/p>\n

                                                                                                                    The Complainant was a person with disabilities that required accommodation. The Complainant\u2019s physician determined that due to disability, the Complainant would benefit from an emotional support animal. The Complainant was renting accommodation, and the landlord would not allow an emotional support animal in the suite as an accommodation.<\/p>\n

                                                                                                                    The landlord stated that it would accommodate a certified service animal only, and said that having a pet on the premises would present an undue hardship.<\/p>\n

                                                                                                                    Neither service animals nor emotional support animals recommended by physicians are \u201cpets\u201d in the general sense. Service animals may travel unfettered with their handlers. There may be justifiable limits on the presence of emotional support animals in some spaces, and for some reasons.<\/p>\n

                                                                                                                    Potential resolutions: <\/u><\/p>\n

                                                                                                                    Where discrimination has occurred in the provision of rental property, potential individual damages might include:<\/p>\n

                                                                                                                      \n
                                                                                                                    • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                    • A declaration on the right to occupy the space as a renter<\/li>\n
                                                                                                                    • Damages associated with finding and retaining alternate rental accommodation<\/li>\n<\/ul>\n

                                                                                                                      \u00a0<\/u><\/p>\n

                                                                                                                      Resolution reached: <\/u><\/p>\n

                                                                                                                        \n
                                                                                                                      • Complainant received $5,000 in compensation for damage to dignity<\/li>\n<\/ul>\n

                                                                                                                        [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 27 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                                        Fiscal Year: 21-22<\/u><\/strong><\/p>\n

                                                                                                                        Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                                        Prohibited Ground: disability<\/strong><\/p>\n

                                                                                                                        Resolution Achieved: Mediation <\/strong><\/p>\n

                                                                                                                        Particulars: <\/u><\/p>\n

                                                                                                                        The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant was an employee about 2 years.\u00a0 The Complainant required periodic time off following to manage their disability. They had submitted medical notes for absences. The Complainant\u2019s employment was terminated after submitting a medical note for an absence. \u00a0<\/p>\n

                                                                                                                        The Employer denied knowing about the Complainant\u2019s disability and stated that performance issues and attendance were the issues behind the termination. \u00a0The onus was on the Employer to show that disability was not a reason for the termination.<\/p>\n

                                                                                                                        Potential resolutions: <\/u><\/p>\n

                                                                                                                        Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                                          \n
                                                                                                                        • Reinstatement<\/li>\n
                                                                                                                        • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                        • Loss of income<\/li>\n
                                                                                                                        • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                                        • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                                          Resolution reached: <\/u><\/p>\n

                                                                                                                            \n
                                                                                                                          • The Employer paid $2500 damage to dignity<\/li>\n<\/ul>\n

                                                                                                                            [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 28 (family status)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                                            Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                                                                                            Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                                            Prohibited Ground: family status <\/strong><\/p>\n

                                                                                                                            Resolution Achieved: Investigation \u00a0<\/strong><\/p>\n

                                                                                                                            Particulars: <\/u><\/p>\n

                                                                                                                            The Complainant was a parent of a child under the age of 3 years.\u00a0 The Complainant was temporarily laid off from work due to pandemic restrictions and was later made the only permanent layoff. The Complainant had worked for the same business for less than 5 years.<\/p>\n

                                                                                                                            The Employer denied that family status was the reason for the layoff, and that the termination was a business decision. \u00a0The onus was on the Employer to show that family status was not a reason for the termination.<\/p>\n

                                                                                                                            Potential resolutions: <\/u><\/p>\n

                                                                                                                            Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                                              \n
                                                                                                                            • Reinstatement<\/li>\n
                                                                                                                            • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                            • Loss of income<\/li>\n
                                                                                                                            • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                                            • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                                              Resolution reached: <\/u><\/p>\n

                                                                                                                                \n
                                                                                                                              • The Employer paid severance in lieu of notice<\/li>\n
                                                                                                                              • The Employer paid $6000 damage to dignity<\/li>\n<\/ul>\n

                                                                                                                                [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 29 (sex\/pregnancy)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                                                Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                                                                                                Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                                                Prohibited Ground: sex (pregnancy) <\/strong><\/p>\n

                                                                                                                                Resolution achieved: Investigation \u00a0<\/strong><\/p>\n

                                                                                                                                Particulars: <\/u><\/p>\n

                                                                                                                                The Complainant became pregnant while employed, and later took a maternity leave. While on leave, the employer eliminated her position. She had worked for the employer for about 5 years at the time, and before the notice of position elimination, had received glowing performance reviews. A performance review accompanied the notice of position elimination, and that performance review noted poor performance in all job areas.<\/p>\n

                                                                                                                                The Employer alleged that the employee had been fired due to a corporate restructure. The onus is on the employer to disprove that the employee was fired due to pregnancy.<\/p>\n

                                                                                                                                Shortly after termination, the Complainant was able to secure comparable employment<\/p>\n

                                                                                                                                Potential resolutions: <\/u><\/p>\n

                                                                                                                                Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                                                  \n
                                                                                                                                • Reinstatement<\/li>\n
                                                                                                                                • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                                • Loss of income<\/li>\n
                                                                                                                                • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                                                • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                                                  Resolution Reached: <\/u><\/p>\n

                                                                                                                                    \n
                                                                                                                                  • The Employee received an amount equal to her loss of income<\/li>\n
                                                                                                                                  • The Employer paid $8,500 damage to dignity \u00a0<\/li>\n<\/ul>\n

                                                                                                                                    [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 30 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                                                    Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                                                                                                    Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                                                    Prohibited Ground: disability<\/strong><\/p>\n

                                                                                                                                    Resolution Achieved: Mediation <\/strong><\/p>\n

                                                                                                                                    Particulars: <\/u><\/p>\n

                                                                                                                                    The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant was an employee for less than 1 year.\u00a0 The Complainant required periodic time off to manage their disability. They told the employer that they required time off for this purpose. The Complainant\u2019s employment was then terminated. \u00a0<\/p>\n

                                                                                                                                    The Employer maintained that the termination was due to economic downturn. \u00a0The onus was on the Employer to show that disability was not a reason for the termination.<\/p>\n

                                                                                                                                    Potential resolutions: <\/u><\/p>\n

                                                                                                                                    Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                                                      \n
                                                                                                                                    • Reinstatement<\/li>\n
                                                                                                                                    • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                                    • Loss of income<\/li>\n
                                                                                                                                    • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                                                    • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                                                      Resolution reached: <\/u><\/p>\n

                                                                                                                                        \n
                                                                                                                                      • The Employee received income replacement outside the complaint process<\/li>\n
                                                                                                                                      • The Employer paid $6500 damage to dignity<\/li>\n<\/ul>\n

                                                                                                                                        [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 31 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                                                        Fiscal Year: 23-24<\/u><\/strong><\/p>\n

                                                                                                                                        Stage of complaint process when resolution achieved: Mediation<\/strong><\/p>\n

                                                                                                                                        Protected Activity: s13 \u2013 Education <\/u><\/strong><\/p>\n

                                                                                                                                        Prohibited Ground: disability <\/strong><\/p>\n

                                                                                                                                        Particulars: <\/u><\/p>\n

                                                                                                                                        The Complainant alleged that she was denied timely accommodation of her disability at a post-secondary institution, and that delay of accommodation resulted in a 2 month delay in graduation from the Complainant\u2019s program.<\/p>\n

                                                                                                                                        The parties worked together and ultimately resolved the complaint. \u00a0<\/p>\n

                                                                                                                                        Potential resolutions: <\/u><\/p>\n

                                                                                                                                        Where discrimination has occurred in the provision of education, potential individual damages might include:<\/p>\n

                                                                                                                                          \n
                                                                                                                                        • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                                        • Loss of income, as proven<\/li>\n
                                                                                                                                        • Reimbursement of costs occasioned as a result of the discrimination.<\/li>\n<\/ul>\n

                                                                                                                                          Resolution reached: <\/u><\/p>\n

                                                                                                                                            \n
                                                                                                                                          • The Complainant received $3,000 in compensation for damage to dignity.<\/li>\n<\/ul>\n

                                                                                                                                            [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 32 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                                                            Fiscal Year: 22-23<\/u><\/strong><\/p>\n

                                                                                                                                            Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                                                            Prohibited Ground: disability<\/strong><\/p>\n

                                                                                                                                            Resolution achieved: Mediation <\/strong><\/p>\n

                                                                                                                                            Particulars: <\/u><\/p>\n

                                                                                                                                            The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant had worked for the same employer for less than 5 years. The Employer had accommodated the Complainant in the workplace, but when it became aware that the permanent accommodation was required, it placed the Complainant on an involuntary medical leave of absence. \u00a0\u00a0<\/p>\n

                                                                                                                                            The Employer alleged that it was unable to accommodate the Complainant over the long term. When the Employer raises undue hardship as a defence to allegations of discriminatory conduct, it must provide evidence of undue hardship. \u00a0\u00a0<\/p>\n

                                                                                                                                            Potential Resolutions: <\/u><\/p>\n

                                                                                                                                            Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                                                              \n
                                                                                                                                            • Reinstatement<\/li>\n
                                                                                                                                            • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                                            • Loss of income<\/li>\n
                                                                                                                                            • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                                                            • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                                                              Resolution reached: <\/u><\/p>\n

                                                                                                                                                \n
                                                                                                                                              • The complainant accepted $10,000 damage to dignity<\/li>\n<\/ul>\n

                                                                                                                                                [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 33 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                                                                Fiscal Year: 21-22<\/u><\/strong><\/p>\n

                                                                                                                                                Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                                                                Prohibited Ground: disability<\/strong><\/p>\n

                                                                                                                                                Resolution achieved: Mediation <\/strong><\/p>\n

                                                                                                                                                Particulars: <\/u><\/p>\n

                                                                                                                                                The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant had worked for the same employer for more than 15 years. While the Complaint was on a medical leave of absence, and after havindg advised the employer of an approaching retirement date, the Employer terminated the employment relationship. \u00a0<\/p>\n

                                                                                                                                                The Employer alleged that the Complainant was fired for cause. Where an Employee relies on termination for cause as a defence to allegations of discrimination, it must be prepared to provide evidence of cause.<\/p>\n

                                                                                                                                                Potential Resolutions: <\/u><\/p>\n

                                                                                                                                                Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                                                                  \n
                                                                                                                                                • Reinstatement<\/li>\n
                                                                                                                                                • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                                                • Loss of income<\/li>\n
                                                                                                                                                • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                                                                • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                                                                  Resolution reached: <\/u><\/p>\n

                                                                                                                                                    \n
                                                                                                                                                  • The Employer paid $10,000 damage to dignity<\/li>\n
                                                                                                                                                  • The Complainant received a retirement gift and letter of congratulations on retirement<\/li>\n<\/ul>\n

                                                                                                                                                    [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 34 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                                                                    Fiscal Year: 20-21<\/u><\/strong><\/p>\n

                                                                                                                                                    Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                                                                    Prohibited Ground: disability<\/strong><\/p>\n

                                                                                                                                                    Resolution achieved: Mediation <\/strong><\/p>\n

                                                                                                                                                    Particulars: <\/u><\/p>\n

                                                                                                                                                    The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant had worked for the same employer for less than 5 years. While the Complaint was on a medical leave of absence, the Employer terminated the employment relationship. \u00a0<\/p>\n

                                                                                                                                                    The Employer alleged that it believed that the Complainant had quit since they did not understand that they had to hold the position for the Complainant\u2019s return from sick leave. \u00a0<\/p>\n

                                                                                                                                                    Potential Resolutions: <\/u><\/p>\n

                                                                                                                                                    Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                                                                      \n
                                                                                                                                                    • Reinstatement<\/li>\n
                                                                                                                                                    • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                                                    • Loss of income<\/li>\n
                                                                                                                                                    • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                                                                    • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                                                                      Resolution reached: <\/u><\/p>\n

                                                                                                                                                        \n
                                                                                                                                                      • The complainant accepted $7,500 damage to dignity<\/li>\n<\/ul>\n

                                                                                                                                                        [\/et_pb_accordion_item][et_pb_accordion_item title=”Settlement 35 (disability)” _builder_version=”4.3.3″ open=”off”]<\/p>\n

                                                                                                                                                        Fiscal Year: 21-22<\/u><\/strong><\/p>\n

                                                                                                                                                        Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                                                                        Prohibited Ground: disability<\/strong><\/p>\n

                                                                                                                                                        Resolution achieved: Mediation <\/strong><\/p>\n

                                                                                                                                                        Particulars: <\/u><\/p>\n

                                                                                                                                                        The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant had worked for the same employer for less than 5 years. The Employer laid off the Complainant when it became aware that the Complainant was medically unable to comply with a public health order.<\/p>\n

                                                                                                                                                        The Employer admitted that the employment relationship with the Complainant, including accommodation, could have been handled differently.<\/p>\n

                                                                                                                                                        Potential Resolutions: <\/u><\/p>\n

                                                                                                                                                        Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                                                                          \n
                                                                                                                                                        • Reinstatement<\/li>\n
                                                                                                                                                        • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                                                        • Loss of income<\/li>\n
                                                                                                                                                        • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                                                                        • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                                                                          Resolution reached: <\/u><\/p>\n

                                                                                                                                                            \n
                                                                                                                                                          • The complainant accepted $10,000 in lost income and damage to dignity<\/li>\n<\/ul>\n

                                                                                                                                                            [\/et_pb_accordion_item][et_pb_accordion_item _builder_version=”4.3.3″ title=”Settlement 36 (disability)” hover_enabled=”0″]<\/p>\n

                                                                                                                                                            Fiscal Year: 22-23<\/u><\/strong><\/p>\n

                                                                                                                                                            Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                                                                            Prohibited Ground: disability<\/strong><\/p>\n

                                                                                                                                                            Resolution achieved: Mediation <\/strong><\/p>\n

                                                                                                                                                            Particulars: <\/u><\/p>\n

                                                                                                                                                            The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant had worked for the same employer for less than 5 years. The Employer laid off the Complainant when the Complainant was away from work on a medical leave of absence. \u00a0<\/p>\n

                                                                                                                                                            The Employer advanced the position that the Complainant had been fired for cause. When and employer relies on cause for termination as a defence to allegations of discriminatory actions, the employer must prove cause. \u00a0<\/p>\n

                                                                                                                                                            Potential Resolutions: <\/u><\/p>\n

                                                                                                                                                            Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                                                                              \n
                                                                                                                                                            • Reinstatement<\/li>\n
                                                                                                                                                            • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                                                            • Loss of income<\/li>\n
                                                                                                                                                            • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                                                                            • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                                                                              Resolution reached: <\/u><\/p>\n

                                                                                                                                                                \n
                                                                                                                                                              • The complainant accepted $7,500 in damage to dignity<\/li>\n
                                                                                                                                                              • The complainant\u2019s ROE was amended from a cause termination to a termination without cause to enable the complainant to seek EI benefits.<\/li>\n<\/ul>\n

                                                                                                                                                                [\/et_pb_accordion_item][et_pb_accordion_item _builder_version=”4.3.3″ title=”Settlement 37 (disability)” hover_enabled=”0″]<\/p>\n

                                                                                                                                                                Fiscal Year: 21-22<\/u><\/strong><\/p>\n

                                                                                                                                                                Protected Activity: s 16 \u2013 Employment <\/u><\/strong><\/p>\n

                                                                                                                                                                Prohibited Ground: disability<\/strong><\/p>\n

                                                                                                                                                                Resolution achieved: Mediation <\/strong><\/p>\n

                                                                                                                                                                Particulars: <\/u><\/p>\n

                                                                                                                                                                The Complainant alleged to be a person with disabilities that required accommodation in the workplace. The Complainant had worked for the same employer for more than 5 years but less than 10 years. After having been declared fit to return to work after a medical leave of absence, the Employer refused to allow the Complainant to return and substituted its own advice that more treatment was required prior to reinstatement. \u00a0\u00a0<\/p>\n

                                                                                                                                                                During the course of the dispute, the Complainant\u2019s claim for Workers\u2019 Compensation Benefits was accepted. \u00a0<\/p>\n

                                                                                                                                                                Potential Resolutions: <\/u><\/p>\n

                                                                                                                                                                Where termination of employment has occurred for discriminatory reasons, potential individual damages might include:<\/p>\n

                                                                                                                                                                  \n
                                                                                                                                                                • Reinstatement<\/li>\n
                                                                                                                                                                • Compensation up to $20,000 for damage to dignity<\/li>\n
                                                                                                                                                                • Loss of income<\/li>\n
                                                                                                                                                                • Reimbursement of expenses incurred in the search for alternate employment<\/li>\n
                                                                                                                                                                • Other related out of pocket expense reimbursement<\/li>\n<\/ul>\n

                                                                                                                                                                  Resolution reached: <\/u><\/p>\n

                                                                                                                                                                    \n
                                                                                                                                                                  • The complainant\u2019s ongoing income loss was replaced through WCB<\/li>\n
                                                                                                                                                                  • The complainant\u2019s ongoing treatment costs were covered by WCB<\/li>\n
                                                                                                                                                                  • The complainant and employer successfully ended their relationship with an accepted written apology<\/li>\n<\/ul>\n

                                                                                                                                                                     <\/p>\n

                                                                                                                                                                    [\/et_pb_accordion_item][\/et_pb_accordion][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n