Prohibited Grounds. The following are protected under the Ontario Human Rights Code; age, race, ancestry, and place or origin, colour, ethnic origin, family status, marital status, disability, and record of offences, citizenship, creed, same-sex partnership, gender or sexual orientation. Workplace: all company facilities and premises. This includes but is not limited to, the workplace, during travel, at restaurants, hotels or meeting facilities that are being used for business purposes, during telephone, email or other communications; and at any social event sponsored by the company.
Prohibited Grounds means the grounds of:
Prohibited Grounds means race, ancestry, place of origin, colour, ethnic origin, colour, citizenship, creed, gender, gender identity, gender expression, sex (including pregnancy and childbirth), sexual orientation, age, marital status, same-sex spousal or partnership status, family status, receipt of public assistance, and disability.
Examples of Prohibited Grounds in a sentence
Prohibited Grounds (1) The defendant’s acceptance of responsibility for the offense, which may be taken into account only under §3E1.1 (Acceptance of Responsibility) cannot support a departure.
Discrimination means any form of unequal treatment – whether that treatment imposes extra burdens or denies benefits – based on any of the Prohibited Grounds.
For an excellent discussion on the different ways of addressing socio-economic disadvantage through equality legislation see Shane Kilcommins et al ‘Extending the Scope of Employment Legislation: Comparative Perspectives on the Prohibited Grounds of Discrimination’, Report Commissioned by the Department of Justice, Equality and Reform (Government of Ireland, 2004), available at http://www.inis.gov.ie/en/JELR/Discrimination.pdf/Files/Discrimination.pdf.
The Society will provide reasonable accommodation for needs related to Prohibited Grounds under the Ontario Human Rights Code unless to do so would cause undue hardship.Accommodation will be provided in accordance with the principles of dignity, individualization, and inclusion.
The Society is committed to providing an environment that is inclusive and that is free of Discrimination based on Prohibited Grounds.
More Definitions of Prohibited Grounds
Prohibited Grounds means any of the following:
Prohibited Grounds means race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status/same sex partnership status, family status or disability, or any other analogous ground.
Prohibited Grounds means prohibited grounds of discrimination, which shall include grounds under the appropriate provincial human rights code or act, as well as the following grounds: Race, Colour, Ancestry, Creed (religion), Place of Origin, Ethnic Origin, Citizenship, Sex (including pregnancy, gender identity), Sexual Orientation, Age, Marital Status, Family Status, Disability
Prohibited Grounds means race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability, or any other prohibited grounds set out in the Human Rights Code;
Prohibited Grounds means race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability, or any other prohibited grounds set out in the Ontario Human Rights Code.
Prohibited Grounds. The following are protected under the Ontario Human Rights Code; age, race, ancestry, and place or origin, colour, ethnic origin, family status, marital status, disability, and record of offences, citizenship, creed, same-sex partnership, gender or sexual orientation. Workplace: all company facilities and premises. This includes but is not limited to, the workplace, during travel, at restaurants, hotels or meeting facilities that are being used for business purposes, during telephone, or other communications; and at any social event sponsored by the company. All employees are obligated to report situations of harassment discrimination to their supervisor whether they are themselves being subjected to such behaviour or whether they observe or know a fellow-employee or group of employees who are subject to this behaviour. If the Company is not made aware of any issues of harassment, they may be unable to address issues. All employees, managers and supervisors must do their part ensuring that their behaviour does not violate this policy. If an employee believes they have been harassed and/or discriminated against on the basis of prohibited grounds the following process should be followed: The first thing to do is to tell the employee to stop. This should be done as soon as the employee receives unwelcome comments or conduct. If this does not stop the behaviour or action, then the employee may bring the incident forming the basis of complaint to the attention of supervisor. The supervisor will try to resolve the issue among the parties. If the supervisor cannot resolve the situation to the satisfaction of the employee, or it is too serious to handle at this level, will notify Human Resources. NOTE: If the employee is not comfortable approaching a supervisor or manager about concerns, can speak directly to Human Resources. Human Resources will contact a union committee member for that shift and explore various options with the employee including but not limited to: Reviewing the harassment policy with the employee Counselling the employee on how to resolve the issue themselves Educating the person the employee is having difficulty with Assisting the employee in making a formal complaint If a formal complaint is initiated, the company will require a written It is important that the Company receives the complaint n a timely manner so the problem does not escalate or reoccur. Once the complaint is received the Company will initiate a formal joint investigation of ...
Prohibited Grounds. The following are protected under the Ontario Human Rights Code; age, race, ancestry, and place or origin, colour, ethnic origin, family status, marital status, disability, and record of offences, citizenship, creed, same-sex partnership, gender or sexual orientation. Workplace: all company facilities and premises. This includes but is not limited to, the workplace, during travel, at restaurants, hotels or meeting facilities that are being used for business purposes, during telephone, or other communications; and at any social event sponsored by the company. All employees are obligated to report situations of harassment discrimination to their supervisor whether they are themselves being subjected to such behaviour or whether they observe or know a fellow-employee or group of employees who are subject to this behaviour. If the Company is not made aware of any issues of harassment, they may be unable to address issues. All employees, managers and supervisors must do their part ensuring that their behaviour does not violate this policy. If an employee believes they have been harassed and/or discriminated against on the basis of prohibited grounds the following process should be followed: