The Ontario Divisional Court confirmed in Gill v. Human Rights Tribunal of Ontario,
2014 ONSC 1840 that there was no need for the Human Rights
Tribunal to conduct a full hearing into a human rights complaint
that had no reasonable possibility of success based on the
Board's prior jurisprudence.
The applicant alleged that he had suffered age discrimination
when he was forced to retire from his position as a suppression
firefighter at age 60 in accordance with a mandatory retirement
provision in the collective agreement governing his employment.
Tribunal jurisprudence involving a different municipality had
upheld the collective agreement provision as a bona fide
occupational qualification based upon the risk of cardiac events
for firefighters some 14 months prior to the applicant's
enforced retirement. That decision concluded that mandatory
retirement was reasonably necessary to ensure the health and safety
of firefighters and that accommodation of individual firefighters
would result in undue hardship.
The Tribunal was justified in following its summary hearing
procedure to dismiss this application where the applicant had
failed to demonstrate, at a level beyond speculation, that the
result in his case would differ from the prior result.
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Labour and employment law had some interesting developments in 2016. What follows are a few highlights from the last year and an introduction to an issue that may attract significant attention in 2017.
Businesses and employers face exposure to a variety of claims for mismanagement or misuse of personal information by employees. Damages may depend on how sensitive the information is and how it is misused.
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