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Human Rights Tribunal Accepts that Medical Conditions that are not Permanent are Protected under the Human Rights Code

In a decision rendered on March 14, 2016, the Human Rights Tribunal of Ontario rejected an employer’s request to have a Human Rights Code complaint dismissed on the basis that the employee had failed to establish the existence of a disability.

The adjudicator found that there was no requirement that medical conditions be permanent or persistent in order to qualify as disabilities within the meaning of the Code, specifically declining to follow prior case law from the Human Rights Tribunal which had established these requirements. The adjudicator also rejected the employer’s argument that a disability had to be ongoing at the time of the adverse treatment in order to be considered discrimination. Instead, the adjudicator observed: “The protections under the Code would have little meaning if an employer could terminate an employee because of disability-related absences provided the disability no longer exists at the time of termination.”

The employee was represented by Morgan Rowe of RavenLaw.

CHRT upholds complaint of discrimination against First Nations children

In a landmark ruling, the Canadian Human Rights Tribunal has found that the federal government discriminates against First Nations children by chronically underfunding child and family services on reserve. The First Nations Child and Family Caring Society decision has significant implications, both for First Nations children and communities, and for broader human rights principles.

Background

The First Nations Child and Family Services Program is intended to provide culturally appropriate child welfare services to families on reserve that are reasonably comparable to the services available off reserve. This Program is managed by Aboriginal Affairs and Northern Development Canada (recently renamed Indigenous and Northern Affairs Canada). The non-profit First Nations Child and Family Caring Society and the Assembly of First Nations filed the complaint under section 5 of the Canadian Human Rights Act. Section 5 prohibits discrimination in the provision of services customarily available to the public. To succeed, the complainants had to prove: that the federal program was a service; that First Nations were adversely impacted by the program; and that race and national or ethnic origin were a factor in the adverse impacts.

Tribunal’s Decision

In its decision rendered on January 26, 2016, the Tribunal upheld the complaint. According to the Tribunal, the Program fails to ensure First Nations child welfare agencies who deliver the services receive sufficient funding to meet provincial standards, which focus on keeping families together, or specific community needs. By providing insufficient funding for preventative measures, the program has, in effect, created an incentive for the agencies to remove children from their families.

The Tribunal further found that the department had known for years that the Program denied adequate services to many First Nations, but neglected to enact reforms. Far from achieving its goals, the Program has reinforced the intergenerational trauma of the Residential School system. As the Tribunal explained, “the fate and future of many First Nations children is still being determined by the government, whether it is through the application of restrictive and inadequate funding formulas or through bilateral agreements with the provinces.”

Aboriginal Affairs argued the Tribunal had no jurisdiction to hear the complaint, because child welfare services are a provincial responsibility and, in its view, the federal involvement in program funding was simply a social policy decision and not out of obligation. Rejecting those arguments, the Tribunal found that Aboriginal Affairs provides a service under the Act by funding child and family services on reserve. In doing so, the federal government exerts significant control over the provision of these services on reserve, even if it does not deliver the services.

Furthermore, Aboriginal Affairs can hardly minimize its role in the provision of child welfare services on reserve in light of the federal government’s constitutional responsibility towards aboriginal peoples. Instead of legislating in this area, the federal government has opted for a programming and funding approach. Aboriginal Affairs “should not be allowed to evade its responsibility to First Nations children and families residing on reserve by delegating the implementation of child and family services” to First Nations agencies or provincial governments.

The Tribunal found that race and national or ethnic origin were a factor in the adverse impacts of the Program. This was unsurprising since the service targeted First Nations on reserve. In providing the service, Aboriginal Affairs was, to say the least, obliged to ensure it did not perpetuate the historical disadvantages suffered by First Nations, the legacy of colonialism and the country’s attempt to assimilate indigenous peoples.

Discussion

Filed in 2007, this complaint has had a long history. In 2011, the former chairperson of the Tribunal dismissed the complaint on the basis that there needed to be a comparator group and, as the federal government provided child welfare to no other groups, there was no chance of success. The Tribunal’s decision was set aside by the Federal Court, which found that a comparator group was not a prerequisite for a finding of discrimination. Upholding that judgment, the Federal Court of Appeal affirmed that the focus of the Tribunal’s inquiry should not have been whether there were comparators, but rather simply whether there was discrimination.

After the complaint was returned to the Tribunal, it was amended to include an allegation of retaliation by Aboriginal Affairs against the Caring Society’s Executive Director for having filed the complaint. A newly composed panel of the Tribunal substantiated the allegation in a separate decision.

The Tribunal’s decision in First Nations Child and Family Caring Society on the merits of the complaint may have implications on human rights jurisprudence more generally. Relying upon Charter equality jurisprudence and Canada’s international legal commitments, the Tribunal effectively imposed a positive obligation on the federal government to reform its First Nations child welfare program to ensure substantive equality for First Nations children and families living on reserve. In other words, the Tribunal has required the federal government to ensure its social program actually fulfills its ameliorative purpose or, at the very least, does not make things worse for the recipients of the benefit.

More specifically, the case may have broader application where the federal government is similarly involved in the provision of other services to First Nations communities. For example, Public Safety Canada provides significant funding to First Nations police services under its First Nations Policing Program. First Nations police services have reportedly struggled to provide adequate services to their communities due to insufficient funding, an issue identified in the Ontario Ipperwash Inquiry, which found that self-administered police services were drastically underfunded. This issue was also addressed in a recent award by an Ontario arbitrator.  Time will tell whether the Tribunal’s analysis in the First Nations Child and Family Caring Society decision is applied to these other contexts.

[This article is for informational purposes only and does not constitute legal advice, which cannot be given without consideration of your individual circumstances.]

RavenLaw Proud to Support the Employment & Labour Law Students’ Society

On January 7, 2016, RavenLaw was proud to support the University of Ottawa Employment & Labour Law Students’ Society in hosting a social event bringing together students interested in labour and employment law and lawyers practicing in the field. Andrew Astritis and Amanda Montague-Reinholdt were pleased to attend on behalf of RavenLaw and have the opportunity to meet students interested in our area of practice.

Michael Fisher Presented on ALSO Labour and Employment Law for Artists Panel

On November 12, 2015, Michael Fisher presented on an Artists’ Legal Services Ottawa (“ALSO”) Labour and Employment Law for Artists panel. Michael was joined on the panel by Catherine Mensour, of the Mensour Agency, and Sonia Ndongmo, an Ottawa-based vocalist. The panel discussion focused on how legal obligations related to working relationships can be crucial to defining an artist’s rights and obligations.

James Cameron Speaking on Resolving Pay Equity Issues

On November 5, 2015, James Cameron will be speaking on “Resolving Pay Equity Issues in the Provincial and Federal Contexts” at a Canadian Bar Association Labour and Employment Conference. James is speaking as part of a panel of experts on the essentials in pay equity law, including helpful strategies for resolving pay equity disputes without resorting to litigation and legal obligations with respect to pay equity. More information about the conference is available here.

 

Dayna Steinfeld Appointed to Women’s Legal Mentorship Program National Board

Dayna Steinfeld has been appointed to the National Board of the Women’s Legal Mentorship Program (“WLMP”). The WLMP is a not-for-profit that works in partnership with Canadian universities to provide a comprehensive feminist legal mentorship program through its university level and WLMP Alumna Chapter. The goal of the WLMP is to help women develop a support system that will help them throughout their legal careers from the classroom to the courtroom and beyond. The program facilitates peer mentorship, student-lawyer mentorship and professional development and leadership events.

 

RavenLaw Lawyers Support Annual University of Ottawa Moot Court

On November 7, 2015, Michael Fisher, Amanda Montague-Reinholdt, Dayna Steinfeld and Morgan Rowe participated in the moot court for first-year law students at the University of Ottawa. Our lawyers enjoyed the opportunity to support the moot by serving as judges in the competition and by providing students with feedback and comments. They were impressed by the high level of preparation displayed by all the participants and extend congratulations to the students who advanced to the playoff rounds.

 

What Not to Wear: when dress codes violate employees’ rights

The recent publicity around dress code changes for female employees at Bier Markt, a chain restaurant with locations across Ontario, is a clear reminder of how workplace policies that aim to control employees’ dress or appearance can raise red flags from a human rights perspective.

Although Bier Markt has now announced that it will be providing all staff with a unisex uniform option, its original policy, which came into effect on October 5, 2015, set up two separate dress code standards for its servers. Male servers were told they could wear jeans, a button-down shirt and running shoes. Women, however, were required to wear a short, sleeveless blue dress and heels or boots. They were also prohibited from wearing jackets, sweaters or thick tights.

CBC’s Go Public Investigation reported that more than 40 female employees filed complaints regarding the new dress code and at least one individual resigned in protest.

Discriminatory Dress Codes

The battle over discriminatory dress codes, particularly in the service industry, has been a long one.

In 1987, the Ontario Divisional Court was asked to consider whether a dress code policy requiring waitresses to wear “harem outfits” was a violation of the Human Rights Code. The majority held that the dress code was not discriminatory because, while men and women were being treated differently, the female employees did not suffer adverse consequences in terms of their employment opportunities.

In a strongly worded dissent, however, Justice White departed from the majority and found that the dress code was, in fact, discriminatory:

The test propounded by the board of inquiry at p. 38 suggests that a degree of discrimination is permissible so long as the conditions of employment for employees of one sex are not “clearly more burdensome or exploitative” than those for employees of the other sex. The Ontario Human Rights Code prohibits any discrimination in employment. There is nothing in the Code that justifies the imposition of a sexually exploitative uniform based on the finding that the uniform does not exceed “commonly accepted social norms”. The board also erred when it purported to vary the test by stating that the wearing of a uniform might be justified on the basis that it be “reasonably related to the employer’s needs”….

Fast forward to the present day, and we find that Justice White’s approach to the issue of dress codes has now been widely adopted. In the 2004 decision in Mottu v MacLeod and Barfly Nightclub, for instance, the British Columbia Human Rights Tribunal found discrimination on the basis of sex where female bar staff were required where outfits which were gender-specific and sexualized, while male bartenders and door staff were not subject to the same requirements.

Workplace Policies and Personal Appearance

Even more recently, arbitrators in the context of unionized workplace have struck down a wide variety of dress code policies as unreasonable.

In 2013, the Ottawa Hospital’s policy prohibiting large tattoos and body piercings was struck down as unreasonable. While not based on a human rights argument, the Arbitrator drew a parallel to human rights and found that the policy was based on stereotypes around tattoos and piercings, rather than genuine workplace concerns.

Similarly, in July 2015, a policy prohibiting shorts and jeans was also found to be unreasonable. The arbitrator held that there was no objective evidence that wearing jeans or shorts would have a negative impact on the employer’s image. Given that the previous dress code had allowed employees to determine what dress was appropriate and professional in the workplace, the arbitrator concluded that the new prohibition was an unjustified intrusion on the ability of employees to exercise their own good judgment.

This move towards a more robust recognition of the intrusive and often discriminatory nature of workplace dress codes suggests that employers will need to be cautious when implementing policies aimed at controlling employees’ personal appearance. Where those policies do not address genuine workplace concerns, such as health and safety, they may be subject to scrutiny, particularly where they undermine dignity or enforce more difficult dress requirements on certain groups.

[This article is for informational purposes only and does not constitute legal advice, which cannot be given without consideration of your individual circumstances.]