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  • Publications | Canadian Human Rights Commission
    the criteria below to find the publication that best answers your needs Date modified Wednesday 09 01 2013 Publication Type Any Tools for Employers Tools for Individuals Reports Annual Reports Submissions Subject Matter Any Accountability International Aboriginal People Workplace Human Rights Sort by Date Old to New Date New to Old Alphabetical A Z Alphabetical Z A 2014 15 Departmental Performance Report January 2016 The Departmental Performance Report provides an account of the Commission s achieved results against planned performance expectations as set out in the Report on Plans and Priorities Download PDF The Rights of Persons with Disabilities to Equality and Non Discrimination December 2015 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 years disability related complaints consistently represent a high proportion of discrimination claims Download PDF Mental Health and Equality Rights Mood Disorders An analysis using the 2012 Canadian Community Health Survey CCHS Mental Health Component October 2015 This report the first in the series is entitled Mental Health and Equality Rights Mood Disorders It presents statistics on how Canadian adults who reported having mood disorders fare in terms of education employment and economic well being compared to adults without mood disorders It also looks at health care needs and experiences with discrimination Canadian Human Rights Commission Quarterly Financial Report 2015 August 2015 The Quarterly financial Report consists of financial tables comparing planned and actual expenditures for both the quarter and year to date as well as comparative information for the preceding fiscal year The report also contains a narrative section which provides a concise discussion on the significant changes affecting both the quarter and year to date financial results and changes in relation to operations personnel and programs Download PDF Aboriginal Employment Preferences Policy May 2015 Are you an employer Do you understand your obligation to provide Aboriginal people preferential treatment on employment matters This publication explains the legal framework behind your obligation to facilitate the employment of Aboriginal people It also provides measures to ensure that non Aboriginal employees or candidates for employment are treated fairly and reasonably Download PDF Framework for Compliance Audits Under the Employment Equity Act May 2015 This framework document summarizes the roles responsibilities and statutory requirements under the Employment Equity Act It also outlines the Canadian Human Rights Commission s approach for its employment equity Compliance Program by providing information on the strategic planning of audits as well as on the audit process Annual Report 2014 March 2015 The Report outlines the work the CHRC carried out in 2014 to promote and protect human rights offers statistics on discrimination complaints brought to the CHRC in 2014 and examines critical human rights issues in Canada today Download PDF Report on Plans and Priorities 2015 16 January 2015 The

    Original URL path: http://www.ccdp-chrc.ca/eng/content/publications?field_publication_type_value_i18n=All&field_subject_matter_value_i18n=All&sort_bef_combine=field_publication_date_value%20DESC&sort_order=DESC&sort_by=field_publication_date_value (2016-02-13)
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  • CHRC’s Gender Integration Framework | Canadian Human Rights Commission
    in a discrimination complaint What can we 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 Resources CHRC s Gender Integration Framework Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources CHRC s Gender Integration Framework About the Publication The Commission has developed a gender integration framework to ensure that gender and intersectional factors are systematically considered in all aspects of its work The framework proposes a simple assessment tool to be used by all Commission employees Download PDF This publication is only available

    Original URL path: http://www.ccdp-chrc.ca/eng/content/chrc%E2%80%99s-gender-integration-framework (2016-02-13)
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  • Annual Report 2012 | Canadian Human Rights Commission
    been named in a discrimination complaint What can we 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 Resources Annual Report 2012 Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources Annual Report 2012 About the Publication What were the human rights issues of 2012 What activities did the Commission carry out to promote human rights in Canada The following report provides an account of the Commission s activities in the last calendar year It highlights the key actions taken by the Commission to

    Original URL path: http://www.ccdp-chrc.ca/eng/content/annual-report-2012 (2016-02-13)
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  • Report on Plans and Priorities 2013–2014 | Canadian Human Rights Commission
    Alignment Architecture A strategic outcome describes the long term benefits for Canadians that each organization aims to achieve The Commission aligns its Programs to support the Government of Canada priority of a diverse society specifically promoting social inclusion The strategic outcome states that the Commission will achieve this long term benefit for Canadians through equality respect for human rights and protection from discrimination Text version Organizational Priorities Priority Type Strategic Outcome Address systemic human rights issues that have the greatest impact on people in Canada Previously committed to Previously committed to 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 Description Why is this a priority Systemic discrimination is the creation perpetuation or reinforcement of inequality among disadvantaged groups It is usually the result of seemingly neutral legislation policies procedures practices or organizational structures The effect creates barriers to full participation in society These include barriers to employment benefits services and the physical environment Resolving systemic discrimination issues creates broader change and greater compliance with the CHRA thereby increasing human rights protection and promoting equality for a larger number of people in Canada This more proactive and focused approach will allow the Commission to maximize results The Commission will meet this priority by Identifying human rights issues and complaints with systemic implications and collaborating Commission wide to take appropriate action Enhancing Commission structures processes tools and accountabilities to support a proactive focused approach to addressing systemic discrimination Applying this approach to a significant systemic human rights issue and developing the Commission s position on this issue and Building awareness of systemic issues by engaging with key domestic and international stakeholders to communicate the Commission s position Priority Type Strategic Outcome Advance access to human rights justice for First Nations and other Aboriginal people New 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 Description Why is this a priority By amending the CHRA to apply to the Indian Act and matters flowing from it the federal government committed to tangible and sustainable progress toward full human rights protection for First Nations and other Aboriginal people Repealing section 67 of the CHRA which had shielded the Indian Act from scrutiny was only the start of that commitment Consistent with this objective of Parliament the Commission needs to continue its work to advance human rights by Supporting equitable human rights treatment among First Nations and other Aboriginal people within Canada Increasing the ability of First Nations people to hold their First Nations governments and the federal government accountable for the human rights impact of decisions that they make Increasing knowledge of and confidence in human rights laws and processes and Strengthening capacity to address human rights issues effectively The Commission will meet this priority by Undertaking knowledge development and dissemination work to identify and raise awareness of systemic discrimination issues affecting Aboriginal people Supporting the development of fair and effective dispute resolution processes within First Nations communities by providing tools and guidance and Exploring avenues to better understand and overcome barriers in accessing human rights mechanisms Risk Analysis Demand for the Commission s outreach consultation and dialogue sessions on human rights and employment equity remains high At the same time during the last five years the Commission experienced a steady increase in the number of complaints it received Some of these cases remain open and continue to put pressure on existing resources While there were a number of reasons for the increase the repeal of section 67 of the CHRA was a significant factor The full repeal of section 67 meant that the Commission began receiving additional discrimination complaints against First Nations governments and the Government of Canada An increase in the Commission s caseload had been expected and was a logical consequence of the change to the CHRA The Commission had also predicted that greater awareness of the CHRA would prompt an increase in complaints that were previously not shielded by section 67 The combined increase in complaints exceeded all initial projections This had significant resource implications for a small organization like the Commission Funding to address issues stemming from the repeal of section 67 comes to an end midway through fiscal 2013 14 However the expansion of the Commission s mandate will continue to drive demand for services Many of the post repeal complaints are complex and will require interpretation by tribunals and courts Furthermore much work is still needed to effectively prepare First Nations to prevent manage and resolve human rights disputes and to develop internal community based dispute resolution mechanisms Without sufficient resources there is a risk that the Commission will not be able to support tangible and sustainable progress toward improved accountability on human rights issues for First Nations governments and full human rights protection for Aboriginal people as intended by the legislation To mitigate this risk the Commission is helping First Nation communities employers and service providers develop skills and internal practices to resolve human rights issues within their communities and workplaces This practice also helps complaints to be dealt with quickly and effectively where they arise Furthermore the Commission plans to stream 1 cases that are related to the Commission s priorities and or that raise important human rights or access to justice issues all in a manner consistent with the prudent stewardship of public resources Planning Summary The information provided in this subsection is concise as the Commission s planning is explained in greater detail at the program level under Section II Financial Resources Planned Spending thousands Total Budgetary Expenditures Main Estimates 2013 14 Planned Spending 2013 14 Planned Spending 2014 15 Planned Spending 2015 16 22 461 23 483 21 898 21 898 Human Resources Full Time Equivalents FTE 2013 14 2014 15 2015 16 207 198 198 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 Number of Canadians who are informed about and protected by the CHRA and the EEA 1 2 million by March 31 2014 Planning Summary Table for Strategic Outcome and Programs thousands 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 Program Actual Spending 2010 11 Actual Spending 2011 12 Forecast Spending 2012 13 Planned Spending Alignment to Government of Canada Outcomes 2013 14 2014 15 2015 16 Human Rights Knowledge Development and Dissemination Program 3 331 4 313 4 070 3 577 3 137 3 137 A diverse society that promotes linguistic duality and social inclusion Discrimination Prevention Program 4 987 4 555 4 256 4 192 4 013 4 013 Human Rights Dispute Resolution Program 8 660 8 829 9 244 9 229 8 739 8 739 Sub Total 16 978 17 697 17 570 16 998 15 889 15 889 Planning Summary Table for Internal Services thousands Program Actual Spending 2010 11 Actual Spending 2011 12 Forecast Spending 2012 13 Planned Spending 2013 14 2014 15 2015 16 Internal Services 6 089 6 565 6 652 6 485 6 009 6 009 Sub Total 6 089 6 565 6 652 6 485 6 009 6 009 Planning Summary Table Total thousands Program and Internal Services Actual Spending 2010 11 Actual Spending 2011 12 Forecast Spending 2012 13 Planned Spending 2013 14 2014 15 2015 16 Total 23 067 24 262 24 222 23 483 21 898 21 898 The variance between 2010 11 and 2011 12 Actual Spending is mainly due to the severance pay cash out in 2011 12 following the signing of a new collective agreement in June 2011 with the Public Service Alliance of Canada The variance between 2013 14 and 2014 15 Planned Spending is mainly due to the decrease of operating expenses related to the implementation phase of the repeal of section 67 of the CHRA Expenditure Profile This subsection 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 2009 10 to 2015 16 Spending Trend Text version In 2009 10 the Commission received additional funding for the repeal of section 67 of the CHRA This funding will sunset in March 2014 Funding from within other programs was temporarily re allocated to respond to demand for services relating to the section 67 repeal The Commission will continue to closely monitor the need for additional resources beyond the temporary funding envelope The spending related to the repeal of the section 67 of the CHRA was 1 0 million in 2009 10 1 9 million in 2010 11 and 2 2 million in 2011 12 In 2012 13 planned spending related to the repeal of section 67 will be 1 3 million and 0 9 million in 2013 14 In 2011 12 actual spending increased by 1 2 million due mainly to the severance pay cash out following the signing of a new collective agreement in June 2011 with the Public Service Alliance of Canada Estimates by Vote For information on the Commission s organizational appropriations please see the 2013 14 Main Estimates publication at http www tbs sct gc ca ems sgd esp pbc me bpd eng asp Section II Analysis of Programs by Strategic Outcome Strategic Outcome The Commission works toward 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 All Canadians benefit when organizations are sensitive to human rights consider differing needs and respond to misunderstandings before they develop into discrimination complaints This section outlines the expected results of the program activities that contribute to the realization of the strategic outcome Text version 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 Financial Resources thousands Total Budgetary Expenditures Main Estimates 2013 14 Planned Spending 2013 14 Planned Spending 2014 15 Planned Spending 2015 16 3 441 3 577 3 137 3 137 Human Resources Full Time Equivalents FTE 2013 14 2014 15 2015 16 28 25 25 Program Expected Results Performance Indicators Targets Federally regulated organizations are informed of human rights issues Number of federally regulated organizations that received CHRC products 600 by March 2014 The Commission contributes to the identification and resolution of systemic discrimination issues Number of systemic issues targeted 5 by March 2015 Planning Highlights The Human Rights Knowledge Development and Dissemination Program contributes to the Commission s strategic outcome by developing and disseminating knowledge This fosters understanding of human rights issues promotes social inclusion and helps prevent and resolve discrimination Based on identified trends and needs the Commission will continue to develop human rights knowledge and disseminate products domestically and internationally in order to advance human rights thinking through research and dialogue with key stakeholders promote the consideration of human rights issues in public policy discussions and in policy advice provided to organizations and increase the capacity of organizations to identify and address human rights issues thereby preventing discrimination The program will continue to develop and disseminate equality rights data reports each year that focus on the socioeconomic well being of vulnerable groups Guides developed in the previous fiscal year on issues such as drug and alcohol testing and family caregiving will be promoted to researchers employers and service providers and labour organizations In the previous fiscal year the Commission released a Toolkit to assist First Nations communities to develop or refine their internal dispute resolution processes The Toolkit will be disseminated further in 2013 14 The program will also engage on issues of discrimination and mental health aging in the workplace and the impact of poverty and discrimination on the social inclusion of the most disadvantaged Canadians 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 Financial Resources thousands Total Budgetary Expenditures Main Estimates 2013 14 Planned Spending 2013 14 Planned Spending 2014 15 Planned Spending 2015 16 4 000 4 192 4 013 4 013 Human Resources Full Time Equivalents FTE 2013 14 2014 15 2015 16 37 37 37 Program Expected Results Performance Indicators Targets Federally regulated organizations sustain human rights cultures Number of federally regulated organizations implementing a Human Rights Maturity Model approach 8 by March 2014 Each designated EE group is fairly represented in the federally regulated workforce Percent reduction between the workforce representation and the workforce availability of designated Employment Equity groups 5 by March 2015 Planning Highlights The Discrimination Prevention Program contributes to the Commission s strategic outcome by helping federally regulated employers meet their human rights obligations and implement workforce practices that continuously improve their organizations human rights culture While continuing to ensure that employers meet their obligations under the EEA the program will make improvements to the employment equity audit program in 2013 14 by reviewing the information requirements to eliminate non essential information developing and publishing measurable standards posting the list of organizations to be audited and implementing a process for receiving feedback to improve services These actions should contribute a climate of predictability transparency and accountability needed by organizations to facilitate the achievement of employment equity While meeting the needs of targeted stakeholders by providing learning products and services such as the Human Rights Maturity Model the program will also explore service delivery mechanisms through enhanced technology solutions such as webinars webcasts and online training and consider opportunities to recover costs and partner with various organizations By combining the principle of employment equity with its other human rights initiatives the Commission encourages employers to become proactive in addressing human rights challenges 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 The program helps ensure that all parties to a complaint benefit from a fair expeditious and accessible human rights process and gain an increased understanding of the CHRA Canadians benefit when human rights commissions and tribunals deal with and adjudicate complaints that have the greatest impact on Canadian society The program promotes the importance of first seeking solutions through dialogue The program does this by primarily encouraging non adversarial methods of dispute resolution By promoting awareness of the dispute resolution process the Human Rights Dispute Resolution Program ultimately helps protect Canadians from discrimination and helps Canadian employers comply with the CHRA Financial Resources thousands Total Budgetary Expenditures Main Estimates 2013 14 Planned Spending 2013 14 Planned Spending 2014 15 Planned Spending 2015 16 8 997 9 229 8 739 8 739 Human Resources Full Time Equivalents FTE 2013 14 2014 15 2015 16 73 71 71 Program Expected Results Performance Indicators Targets 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 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 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 20 Planning Highlights The Human Rights Dispute Resolution Program contributes to the Commission s strategic outcome by providing dispute resolution services in cases that involve alleged discrimination by federally regulated employers unions and service providers While all complaints are important and can often have significant impact remedying issues of a systemic nature helps create broader change for people in Canada As such the program will continue to ensure its systems and tools are aligned with the Commission s broader priority of addressing systemic human rights issues The program will enhance its ability to identify systemic issues when complaints are first received This will be done by streaming cases that are related to the Commission s priorities and or that raise important human rights or access to justice issues all in a manner consistent with the prudent

    Original URL path: http://www.ccdp-chrc.ca/eng/content/report-plans-and-priorities-2013%E2%80%932014 (2016-02-13)
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  • Report on Equality Rights of People with Disabilities | Canadian Human Rights Commission
    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 Resources Report on Equality Rights of People with Disabilities Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources Report on Equality Rights of People with Disabilities About the Publication What types of disabilities affect people in Canada How do disabilities impact peoples equality of opportunity in their daily lives This report provides a national portrait of adults with disabilities It uses seven criteria to determine if there are gaps in the well being of people with disabilities compared to

    Original URL path: http://www.ccdp-chrc.ca/eng/content/report-equality-rights-people-disabilities (2016-02-13)
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  • The Evolution of Human Rights in Canada | 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 Resources The Evolution of Human Rights in Canada 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 Evolution of Human Rights in Canada About the Publication How has Canada become the country that it is today How have human rights evolved and when did social change become woven into the fabric of our daily lives This report documents the rights revolution in Canada and how it transformed social movements politics law and foreign policy

    Original URL path: http://www.ccdp-chrc.ca/eng/content/evolution-human-rights-canada (2016-02-13)
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  • Accommodation in the 21st Century | Canadian Human Rights Commission
    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 Resources Accommodation in the 21st Century Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources Accommodation in the 21st Century About the Publication What were the Meiorin and Grismer decisions and why did they generate so much optimism for people with disabilities What challenges need to be overcome to ensure equality in employment and services This report assesses the potential for the Meiorin and Grismer decisions to be catalysts for change It also considers how some of the cases that followed Meiorin

    Original URL path: http://www.ccdp-chrc.ca/eng/content/accommodation-21st-century (2016-02-13)
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  • Report on Plans and Priorities 2012-2013 | Canadian Human Rights Commission
    complaint What can we 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 Resources Report on Plans and Priorities 2012 2013 Resources Frequently Asked Questions Helpful Links Publications News Room Glossary Multimedia Quick Links I want to complain My employer obligations About us News Resources Report on Plans and Priorities 2012 2013 About the Publication The Report on Plans and Priorities is an expenditure plan that provides a detailed overview of the Commission s main priorities over a three year period These priorities are divided by strategic outcome program activities and planned and expected results The Report on Plans

    Original URL path: http://www.ccdp-chrc.ca/eng/content/report-plans-and-priorities-2012-2013 (2016-02-13)
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