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  • Commissaire Sheila M. MacPherson | Commission canadienne des droits de la personne
    à une vérification de l équité en matière d emploi Liste des avis d évaluation à venir Organismes et entreprises Page principale Sources d information Foire aux questions Liens utiles Publications Publications archivées Salle des médias Quoi de neuf Communiqués Allocutions Déclarations Glossaire Multi média Sources d information Page principale Breadcrumb trail Accueil La Commission Les personnes qui la composent Commissaire Sheila M MacPherson La Commission Au sujet de la Commission Sa mission Les personnes qui la composent Présidente Vice président Commissaire Erskine Commissaire Mintz Commissaire MacPherson Commissaire Serbu Commissaire Warolin Liens rapides Je veux déposer une plainte Mes obligations à titre d employeur À notre sujet Nouvelles Sources d information Commissaire Sheila M MacPherson M me MacPherson est associée dans le cabinet Lawson Lundell LLP y étant l avocate de litige ayant le plus d ancienneté pour ce qui est du contentieux d affaires civiles Avocate active depuis 1988 elle a acquis de l expérience à tous les échelons du système judiciaire du Nunavut et des Territoires du Nord Ouest Elle est spécialisée dans différents domaines dont le droit administratif le droit constitutionnel et les droits de la personne Elle possède également une vaste expérience en matière de litiges relatifs à la protection de l enfance au droit de la famille à l adoption et aux droits des couples homosexuels En plus de son travail en cabinet privé M me MacPherson agit à titre de greffière juriste de l Assemblée législative des Territoires du Nord Ouest À ce titre elle doit passer en revue tous les textes de loi déposés à l Assemblée législative pour vérifier s ils respectent la Constitution et elle donne des conseils juridiques aux députés et au président de l Assemblée législative M me MacPherson a occupé le poste de jurisconsulte pour le gouvernement des

    Original URL path: http://www.ccdp-chrc.ca/fra/content/commissaire-sheila-m-macpherson (2016-02-13)
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  • Commissaire Kelly J. Serbu | Commission canadienne des droits de la personne
    vérification de l équité en matière d emploi Liste des avis d évaluation à venir Organismes et entreprises Page principale Sources d information Foire aux questions Liens utiles Publications Publications archivées Salle des médias Quoi de neuf Communiqués Allocutions Déclarations Glossaire Multi média Sources d information Page principale Breadcrumb trail Accueil La Commission Les personnes qui la composent Commissaire Kelly J Serbu La Commission Au sujet de la Commission Sa mission Les personnes qui la composent Présidente Vice président Commissaire Erskine Commissaire Mintz Commissaire MacPherson Commissaire Serbu Commissaire Warolin Liens rapides Je veux déposer une plainte Mes obligations à titre d employeur À notre sujet Nouvelles Sources d information Commissaire Kelly J Serbu M Serbu est associé au cabinet d avocats et de procureurs Serbu McGuigan au centre ville de Halifax en Nouvelle Écosse M Serbu est fier de faire partie de la communauté métisse Atteint de la maladie de Stargardt il a une déficience visuelle En tant qu avocat M Serbu s est spécialisé par choix en droit criminel et en litiges relatifs aux lésions corporelles et au droit civil Il a plaidé de nombreuses affaires constitutionnelles dénonçant des violations de la Charte canadienne des droits et libertés Il a représenté ses clients devant tous les types de tribunaux y compris en cour provinciale à la Cour d appel de la Nouvelle Écosse et à la Cour suprême Il a aussi défendu des causes devant un éventail de tribunaux commissions et régies au Nouveau Brunswick et en Nouvelle Écosse Depuis 2008 M Serbu remplit la fonction d adjudicateur au Secrétariat d adjudication des pensionnats indiens À ce titre il préside des audiences et rend ses décisions quant aux indemnités à verser à des survivants des pensionnats indiens Cette extraordinaire activité l a mené dans toutes les régions du Canada

    Original URL path: http://www.ccdp-chrc.ca/fra/content/commissaire-kelly-j-serbu (2016-02-13)
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  • Commissaire Peggy Warolin | Commission canadienne des droits de la personne
    faire pour mettre au point un processus interne de règlement des différends Je veux améliorer mon milieu de travail Par où dois je commencer Comment puis je prévenir la discrimination dans mon milieu de travail Comment puis je régler les conflits quand ils se présentent Où trouver de l aide Nous faisons face à une vérification de l équité en matière d emploi Liste des avis d évaluation à venir Organismes et entreprises Page principale Sources d information Foire aux questions Liens utiles Publications Publications archivées Salle des médias Quoi de neuf Communiqués Allocutions Déclarations Glossaire Multi média Sources d information Page principale Breadcrumb trail Accueil La Commission Les personnes qui la composent Commissaire Peggy Warolin La Commission Au sujet de la Commission Sa mission Les personnes qui la composent Présidente Vice président Commissaire Erskine Commissaire Mintz Commissaire MacPherson Commissaire Serbu Commissaire Warolin Liens rapides Je veux déposer une plainte Mes obligations à titre d employeur À notre sujet Nouvelles Sources d information Commissaire Peggy Warolin M me Peggy Warolin travaille en pratique privée dans son propre cabinet fondé en 2005 Membre du Barreau du Québec depuis 2004 elle est spécialisée en litiges en droit civil et administratif en droit de la famille et en protection de la jeunesse De plus elle travaille en étroite collaboration avec les communautés autochtones de sa région Originaire de France M me Warolin a immigré au Canada pour y étudier et a obtenu un baccalauréat en droit de l Université Laval en 2003 Depuis ce temps elle a occupé de nombreuses fonctions dont celles de présidente du Barreau de l Abitibi Témiscamingue de membre du Conseil général du Barreau du Québec et de membre du conseil d administration de l Association des avocats et avocates de province En tant que membre du Barreau du

    Original URL path: http://www.ccdp-chrc.ca/fra/content/commissaire-peggy-warolin (2016-02-13)
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  • Contactez-nous | Commission canadienne des droits de la personne
    voix hors champ La Commission canadienne des droits de la personne vous invite à lui transmettre vos questions commentaires et suggestions Consultez les sections Foire aux questions ou À notre sujet Si vous souhaitez déposer une plainte pour discrimination vous pouvez communiquer avec nous par écrit ou par téléphone Pour obtenir d autres renseignements ou pour parler à un représentant veuillez utiliser les liens suivants Obtenir des renseignements généraux Envoyer une question par courriel Communiquer avec la bibliothèque de la Commission Demander une publication Joindre le service de relations avec les médias Déposer une plainte pour discrimination 1 Obtenir des renseignements généraux Adresse Commission canadienne des droits de la personne 344 rue Slater 8e étage Ottawa Ontario K1A 1E1 Centre d appel national Numéro sans frais 1 888 214 1090 ATS 1 888 643 3304 Télécopieur 613 996 9661 Heures d ouverture Du lundi au vendredi de 8 h 00 à 20 h 00 heure de l Est 2 Envoyer une question par courriel Vous pouvez nous envoyer vos questions demandes d information ou remarques en envoyant une question par courriel Veuillez noter qu en raison du volume des demandes reçues il peut y avoir un délai avant que vous receviez une réponse 3 Communiquer avec la bibliothèque de la Commission Vous pouvez communiquer avec la bibliothèque de la Commission par courriel à l adresse suivante library chrc ccdp ca Heures d ouverture Du lundi au vendredi de 8 h 30 à 16 h 30 heure de l Est 4 Demander une publication Pour réduire la consommation de papier toutes les publications sont maintenant disponibles en ligne Veuillez vous adresser à la Commission pour obtenir une publication dans un média de substitution Téléphone Numéro sans frais 1 888 214 1090 ATS 1 888 643 3304 Heures d ouverture Du lundi

    Original URL path: http://www.ccdp-chrc.ca/fra/content/contactez-nous (2016-02-13)
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  • Restez branché | Commission canadienne des droits de la personne
    entreprises Je veux connaître mes obligations Traitement équitable Obligation d adaptation Égalité des chances d emploi Nous avons été désignés dans une plainte pour discrimination À quoi devons nous nous attendre Que devons nous faire pour préparer une réponse à la plainte Je veux mettre au point un processus interne pour régler les plaintes Qu est ce qu un processus interne de règlement des différends Que dois je faire pour mettre au point un processus interne de règlement des différends Je veux améliorer mon milieu de travail Par où dois je commencer Comment puis je prévenir la discrimination dans mon milieu de travail Comment puis je régler les conflits quand ils se présentent Où trouver de l aide Nous faisons face à une vérification de l équité en matière d emploi Liste des avis d évaluation à venir Organismes et entreprises Page principale Sources d information Foire aux questions Liens utiles Publications Publications archivées Salle des médias Quoi de neuf Communiqués Allocutions Déclarations Glossaire Multi média Sources d information Page principale Breadcrumb trail Accueil Restez branché Restez branché Twitter Facebook YouTube Fils RSS Liens rapides Je veux déposer une plainte Mes obligations à titre d employeur À notre sujet Nouvelles Sources d information Restez branché Obtenez les renseignements les plus récents avec les outils de communication que vous utilisez tous les jours La Commission sur Facebook Partagez votre opinion et vos témoignages sur la situation des droits de la personne au Canada sur la page Facebook de la Commission La Commission sur Twitter Suivez la Commission sur Twitter pour obtenir les dernières nouvelles sur les droits de la personne au Canada La Commission sur les fils RSS Abonnez vous aux fils RSS de la Commission pour obtenir toutes nouvelles et alertes directement dans votre boîte de réception Consultez la Politique

    Original URL path: http://www.ccdp-chrc.ca/fra/content/restez-branche (2016-02-13)
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  • Provincial and Territorial Human Rights Agencies | Canadian Human Rights Commission
    expect How do we prepare a response to the complaint I want to develop an internal process for resolving complaints What is an internal dispute resolution process How to develop an internal dispute resolution process We are being considered for an employment equity audit Forward Plan for Notification I want to improve my workplace Where do I start How can I prevent discrimination in my workplace How can I resolve conflicts when they arise Where can I get help Organizations and Businesses Main Page Resources Frequently Asked Questions Helpful Links Publications Archived Publications News Room What s New News Releases Speeches Statements Glossary Multimedia Resources Main Page Breadcrumb trail Home Provincial and Territorial Human Rights Agencies Quick Links I want to complain My employer obligations About us News Resources Listen Provincial and Territorial Human Rights Agencies Alberta Human Rights Commission British Columbia Human Rights Tribunal B C Human Rights Coalition Manitoba Human Rights Commission New Brunswick Human Rights Commission Newfoundland and Labrador Human Rights Commission Northwest Territories Human Rights Commission Nova Scotia Human Rights Commission Nunavut Human Rights Tribunal Ontario Human Rights Commission Ontario Human Rights Tribunal of Ontario Ontario Human Rights Legal Support Centre Prince Edward Island Human Rights

    Original URL path: http://www.ccdp-chrc.ca/eng/content/provincial-and-territorial-human-rights-agencies (2016-02-13)
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  • 2014–15 - Departmental Performance Report | Canadian Human Rights Commission
    its current processes may not be accessible to historically disadvantaged groups specifically Aboriginal women due to barriers to accessibility that may include lack of advocacy support distrust towards authority and government and fear of retaliation Further consultation with Aboriginal women s groups and their representatives during the round table discussions confirmed that women are less likely to file a complaint because of these barriers As a start the Commission reviewed its instructions for filing a complaint and its intake interview procedures to ensure that people are well informed of the protection against and consequences of retaliation Another identified risk was insufficient capacity to undertake activities that address emerging human rights issues Over the year the Commission engaged other government organizations to work on joint initiatives For a major training initiative changes in direction of the partnering organization prevented them from carrying through with the planned initiatives To respond to this issue the Commission considered using other existing networks to no avail Ultimately the Commission selected a less resource intensive channel for delivering training webinars Actual Expenditures Budgetary Financial Resources dollars 2014 15 Main Estimates 2014 15 Planned Spending 2014 15 Total Authorities Available for Use 2014 15 Actual Spending authorities used Difference actual minus planned 22 099 726 22 099 726 23 689 265 23 219 162 1 119 436 Human Resources Full Time Equivalents FTEs 2014 15 Planned 2014 15 Actual 2014 15 Difference actual minus planned 196 189 7 Budgetary Performance Summary for Strategic Outcome and Programs dollars Strategic Outcome Programs and Internal Services 2014 15 Main Estimates 2014 15 Planned Spending 2015 16 Planned Spending 2016 17 Planned Spending 2014 15 Total Authorities Available for Use 2014 15 Actual Spending authorities used 2013 14 Actual Spending authorities used 2012 13 Actual Spending authorities used Strategic Outcome Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the CHRA and the EEA by federally regulated employers and service providers as well as the public they serve Human Rights Knowledge Development and Dissemination 3 436 700 3 436 700 3 415 576 3 343 961 4 263 215 4 123 976 Discrimination Prevention 3 188 000 3 188 000 3 527 550 3 453 586 3 400 798 4 224 128 Human Rights Dispute Resolution 9 532 800 9 532 800 9 639 329 9 432 216 9 561 614 9 241 670 Human Rights Program 14 645 923 14 631 331 Subtotal 16 157 500 16 157 500 14 645 923 14 631 331 16 582 455 16 229 763 17 225 627 17 589 774 Internal Services Subtotal 5 942 226 5 942 226 7 516 495 7 509 007 7 106 810 6 989 399 6 448 023 6 793 402 Total 22 099 726 22 099 726 22 162 148 22 140 338 23 689 265 23 219 162 23 673 650 24 383 176 The Commission introduced significant changes to its Program Alignment Architecture PAA for implementation starting 2015 16 Authorities available for use in 2014 15 and actual spending in 2014 15 2013 14 and 2012 13 have been provided according to the former PAA The increase in Internal Services planned spending in 2015 16 reflects the application of the Guide on Internal Services Expenditures Recording Reporting and Attributing that took effect on April 1 2015 There is a 1 1 million variance between the 2014 15 planned and actual spending which is mainly explained by the one time transition payment for implementing salary payment in arrears by the Government of Canada in 2014 15 aligning programs and business processes with use of technology and salary increases due to collective agreement signed before March 31 2014 Since 2012 13 actual spending has been reducing primarily due to the sunsetting of additional funding for the repeal of section 67 of the CHRA The variance between the actual spending for 2014 15 and planned spending in 2015 16 and 2016 17 is explained by the one time transition payment for implementing salary payment in arrears by the Government of Canada in 2014 15 and the cash out of severance pay following the signing of new collective agreements as a result of the Government s decision in 2011 to cease the severance pay program for public service employees The Commission s planned spending will remain stable in 2016 17 Alignment of Spending With the Whole of Government Framework Alignment of 2014 15 Actual Spending With the Whole of Government Framework dollars Strategic Outcome Program Spending Area Government of Canada Outcome 2014 15 Actual Spending Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the CHRA and the EEA by federally regulated employers and service providers as well as the public they serve Human Rights Knowledge Development and Dissemination Social Affairs A diverse society that promotes linguistic duality and social inclusion 3 343 961 Discrimination Prevention Social Affairs A diverse society that promotes linguistic duality and social inclusion 3 453 586 Human Rights Dispute Resolution Social Affairs A diverse society that promotes linguistic duality and social inclusion 9 432 216 Total Spending by Spending Area dollars Spending Area Total Planned Spending Total Actual Spending Economic Affairs Social Affairs 16 157 500 16 229 763 International Affairs Government Affairs Departmental Spending Trend This section examines the fluctuations in overall financial resources and expenditures over time and the reasons for such shifts The following figure illustrates the Commission s spending trend from 2012 13 to 2017 18 Text version The gradual decrease in spending depicted in the graph is mainly due to the sunset of funding in March 2014 related to the implementation of the repeal of Section 67 of the CHRA after which funding from other programs within the Commission was re allocated to continue the delivery of ongoing requirements associated with this expansion to the Commission s mandate the one time transition payment for implementing salary payment in arrears by the Government of Canada in 2014 15 and the cash out of severance pay following the signing of new collective agreements and as a result of the Government s decision in 2011 to cease the severance pay program for public service employees Estimates by Vote For information on the Commission s organizational Votes and statutory expenditures consult the Public Accounts of Canada 2015 on the Public Works and Government Services Canada website Section II Analysis of Programs by Strategic Outcome Strategic Outcome Strategic Outcome Equality respect for human rights and protection from discrimination by fostering understanding of and compliance with the Canadian Human Rights Act CHRA and the Employment Equity Act EEA by federally regulated employers and service providers as well as the public they serve Performance Indicator Target Actual Result Number of Canadians who are informed about and protected by the CHRA and the EEA 1 2 million 1 25 million In 2014 15 the Commission informed a significant number of Canadians about the CHRA and the EEA through various program activities Highlights include The Commission represented the public interest in 20 cases before the Canadian Human Rights Tribunal and the Courts Success in systemic litigation cases resulted in a significant number of Canadians being protected from discrimination The Commission received 15 423 calls and managed a caseload of over 2 239 discrimination complaints the resolution of complaints that affected policy had an impact on over 690 000 federally regulated workers The Commission s work in employment equity audits reached a potential of more than 310 000 Canadians working in federally regulated organizations As a federal knowledge broker on human rights matters the Commission engaged stakeholders promoting human rights issues in research and public policy discussions The Commission gave presentations and led discussions at nearly 100 meetings and events involving over 2 600 organizations and 10 500 people from governments industry non governmental organizations academia and civil society The Commission s websites attracted 217 016 unique visitors looking for information policies and guidance Human Rights Knowledge Development and Dissemination Program This program helps foster both an understanding of and compliance with the CHRA and the EEA Knowledge development also ensures that programs interventions and decisions are grounded in evidence and best practices Knowledge products include research policies regulatory instruments and special reports Information and or advice are provided to the Commission itself Parliament federal departments and agencies Crown corporations federally regulated private sector organizations and the public Partnerships with other human rights commissions as well as governmental non governmental research and international organizations are formed and maintained to leverage knowledge development and dissemination activities in areas of common interest Budgetary Financial Resources dollars 2014 15 Main Estimates 2014 15 Planned Spending 2014 15 Total Authorities Available for Use 2014 15 Actual Spending authorities used Difference actual minus planned 3 436 700 3 436 700 3 415 576 3 343 961 92 739 Human Resources Full Time Equivalents FTEs 2014 15 Planned 2014 15 Actual 2014 15 Difference actual minus planned 26 21 5 Performance Results Expected Results Performance Indicators Targets Actual Results Federally regulated organizations are informed of human rights issues Number of federally regulated organizations that received Commission products 600 by March 2015 922 The Commission contributes to the identification and resolution of systemic discrimination issues Number of systemic issues targeted 5 by March 2015 5 The systemic issues were gender identity caregiving needs inequity of service for First Nations children living on reserves mental health within correctional services and genetic discrimination Performance Analysis and Lessons Learned Access to quick low cost genetic testing and full genome sequencing has given rise to systemic discrimination concerns about the use of genetic information by employers and service providers In 2014 15 the Commission raised awareness about the systemic issue of genetic discrimination and appeared before the Senate Standing Committee on Human Rights to support explicit human rights protections against genetic discrimination The Commission continued to promote human rights issues in public policy and legislative processes In April 2014 Parliament asked the Commission to discuss its findings on the implications of using technology to certify individual identities The Commission recommended the use of multi modal systems which provide organizations with flexibility and adaptability to certify individual identity without being discriminatory In 2014 15 the Commission submitted a Special Report to Parliament on the Impacts of Bill C 21 An Act to Amend the Canadian Human Rights Act The report examines the impacts of Parliament s 2008 repeal of section 67 of the Canadian Human Rights Act and highlights specific examples of how Aboriginal people have used the law to resolve issues of discrimination within their communities The Commission continued to develop and share knowledge products that advance human rights For example it issued a Report on Equality Rights of Women The report presents a national portrait of how women are faring in Canadian society compared to men In addition the Commission advanced its international work in support of governance and capacity building for national human rights institutions As Chair of the International Coordinating Committee of National Human Rights Institution s Sub Committee on Accreditation the Commission provided recommendations to over 30 human rights institutions The Commission also co chaired with the Chief Commissioner of the Saskatchewan Human Rights Commission a CASHRA Working Group encouraging the full implementation in all jurisdictions of the United Nations Declaration on the Rights of Indigenous Peoples Discrimination Prevention Program This program helps foster and sustain a human rights culture in federally regulated organizations by promoting continuous improvement of an organization s human rights competencies Prevention initiatives employment equity audits learning programs and events are among the program s tools to promote discrimination prevention and achieve employment equity objectives Stakeholder engagement involves federal departments and agencies Crown corporations private sector organizations provincial and territorial government bodies international agencies unions and other non governmental organizations Budgetary Financial Resources dollars 2014 15 Main Estimates 2014 15 Planned Spending 2014 15 Total Authorities Available for Use 2014 15 Actual Spending authorities used 2014 15 Difference actual minus planned 3 188 000 3 188 000 3 527 550 3 453 586 265 586 Human Resources FTEs 2014 15 Planned 2014 15 Actual 2014 15 Difference actual minus planned 29 30 1 Performance Results Expected Results Performance Indicators Targets Actual Results Federally regulated organizations sustain human rights cultures Number of federally regulated organizations implementing a Human Rights Maturity Model approach 8 by March 2015 9 Each EEA designated group is fairly represented in the federally regulated workforce Percent reduction between the workforce representation and the workforce availability of groups designated by the EEA 5 by March 2015 8 Between 2008 and 2013 the workforce availability of EE designated groups increased faster than their participation in the workforce explaining the 8 increase in the representation gap Performance Analysis and Lessons Learned To help federally regulated organizations implement an organizational culture that is respectful of human rights the Commission Launched a new Guide to Balancing Work and Caregiving Obligations to help organizations understand and approach the issue fairly It made presentations to employers lawyers and human resources leaders to raise awareness of both the guide and new Federal Court of Appeal rulings on the accommodation of caregiving duties of employees Hosted the Accommodation Works conference in collaboration with CASHRA the Mental Health Commission of Canada and the Canadian Commission for UNESCO During the conference the Commission launched the electronic guide Accommodation Works Promoted human rights tools and learning products through social media webinars and web discussions The Commission hosted 16 English and 16 French webinars Overall the Commission delivered human rights webinar sessions to over 850 participants in 305 different organizations across the country In addition over 2 600 individuals have downloaded the sessions Continued to promote existing policy tools and applied its Gender Integration Framework to assess complaints within ground based teams The Commission had planned to engage strategic partners to develop discrimination prevention learning products As noted previously changes in the direction of a key partner prevented them from carrying through with the planned initiatives Despite this challenge the Commission found a cost effective way of doing business that has far reaching impact While clear progress has been made in federally regulated workplaces since the Employment Equity Act became law improvement in employment equity results appears to have slowed in recent years Consequently the Commission implemented a three tier approach to its employment equity audits tailoring the reassessment to focus mainly on employers that need the greatest improvement in their employment equity results The Commission focused its employment equity audit process on key legislative obligations As a result the Commission conducted employment equity reviews with 104 organizations and reached the highest number of employers in a single year since 1997 Furthermore to make its employment equity audit process more predictable transparent and accountable the Commission posted its service standards on its website as well as a new notification plan so employers are informed in advance that they will be subject to an assessment Human Rights Dispute Resolution Program This program addresses discrimination by dealing with individual and systemic complaints and issues brought by individuals or groups of individuals against federally regulated employers and service providers The Commission exercises its discretion in choosing the most appropriate dispute resolution method including investigation mediation and conciliation The Commission serves as a screening body in determining whether further inquiry is warranted participates in all pre tribunal mediations and represents the public interest in appearing before the Canadian Human Rights Tribunal Budgetary Financial Resources dollars 2014 15 Main Estimates 2014 15 Planned Spending 2014 15 Total Total Authorities Available for Use 2014 15 Actual Spending authorities used 2014 15 Difference actual minus planned 9 532 800 9 532 800 9 639 329 9 432 216 100 584 Human Resources FTEs 2014 15 Planned 2014 15 Actual 2014 15 Difference actual minus planned 77 74 3 Performance Results Expected Results Performance Indicators Targets Actual Results A dispute resolution process is available to Canadians who believe they have been subject to discrimination by a federally regulated organization Percent of potential and accepted complaints that are brought to an end by the Commission without going to the Canadian Human Rights Tribunal 75 by March 2015 95 Human rights disputes are addressed within the federally regulated organization where they occurred Percent of potential and accepted complaints that were referred to the internal conflict resolution process of the organization where the complaint originated 20 by March 2015 27 The Commission contributes to the clarification and development of human rights law Number of complaints where the Commission represented the public interest at tribunals and courts 24 by March 2015 20 Performance Analysis and Lessons Learned In 2014 15 the Commission brought 1 573 complaints to an end exceeding its target Of these 418 were referred to alternate redress 212 were settled 860 were discontinued or dismissed and 83 were referred to the Canadian Human Rights Tribunal or to other tribunals and courts Addressing human rights issues where they originate can be a timely and effective way to resolve complaints by dealing with them at an early stage Everyone benefits from workplaces that respect human rights and constructively resolve issues before they escalate Having an internal dispute resolution process encourages employers and service providers to understand and comply with the CHRA Although the Commission referred 27 of complaints to other redress mechanisms any internal conflict resolution process must be fair well understood and trusted by all parties to be effective The impact of referring complaints to other complaints resolution processes will be explored further in the coming years The Commission represented the public interest in 20 cases before the Canadian Human Rights Tribunal and the courts The target of 24 cases was based on the Commission s historical trends with the understanding that the Commission has no control over what complaints it receives or how quickly those referred to Tribunal proceed to a hearing As well in 2014 15 the Commission worked on a number of public interest

    Original URL path: http://www.ccdp-chrc.ca/eng/content/2014-15-departmental-performance-report (2016-02-13)
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  • The Rights of Persons with Disabilities to Equality and Non-Discrimination | Canadian Human Rights Commission
    to develop an internal process for resolving complaints What is an internal dispute resolution process How to develop an internal dispute resolution process We are being considered for an employment equity audit Forward Plan for Notification I want to improve my workplace Where do I start How can I prevent discrimination in my workplace How can I resolve conflicts when they arise Where can I get help Organizations and Businesses Main Page Resources Frequently Asked Questions Helpful Links Publications Archived Publications News Room What s New News Releases Speeches Statements Glossary Multimedia Resources Main Page Breadcrumb trail Home Resources The Rights of Persons with Disabilities to Equality and Non Discrimination Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources The Rights of Persons with Disabilities to Equality and Non Discrimination About the Publication Persons with disabilities continue to be marginalized in Canadian society Half of all the discrimination complaints filed in Canada are related to disability according to a report by the Canadian Human Rights Commission CHRC The data compiled nationally for the first time confirms a trend observed at the federal level for several

    Original URL path: http://www.ccdp-chrc.ca/eng/content/rights-persons-disabilities-equality-and-non-discrimination (2016-02-13)
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