Can an Employer’s “Clean Shaven Policy” Constitute Discrimination Based on Sex or Gender Expression?

A recent decision from the Human Rights Tribunal of Ontario, Browne v. Sudbury Integrated Nickel Operations (2016), 2016 HRTO 62 [Browne], addresses a novel question in Ontario human rights jurisprudence: is a man’s decision to grow a particular type of facial hair capable of being protected under Ontario’s Human Rights Code, R.S.O. 1990, c. H.19? […]

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New Requirements for Police Record Checks in Ontario

In December 2015, the Legislative Assembly of Ontario passed the Police Record Checks Reform Act, 2015. The Act was tabled in response to increasing concerns about the inappropriate and uneven disclosure of personal information during police record checks. Employees and employers should be aware of this new Act, which will soon be coming into force […]

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Are an Employer’s Financial Circumstances Relevant in the Calculation of Reasonable Notice?

In Michela v. St. Thomas of Villanova Catholic School, 2015 ONCA 801 [Michela], the Ontario Court of Appeal addressed an employment law question which has become increasingly important in tough economic times: are an employer’s financial circumstances a relevant consideration in determining the period of reasonable notice? Writing for a unanimous Court, the Honourable Justice […]

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