Until recently, the Human Rights Tribunal of Ontario (the
"Tribunal") would deliver a Human Rights Application to
whomever the Applicant listed as the Employer's contact
person. That person, possibly the Applicant's supervisor
or manager, was often not the appropriate person to deal with the
Application on behalf of the Employer, leading to delays in the
Employer's ability to respond to the Application.
The Tribunal has taken steps to remedy this problem in its
"Practice Direction on Establishing a Regular Contact Person
for an Organization". The new Practice Direction, effective as
of November 2015, allows organizations to designate a regular
contact person for the delivery of Human Rights Applications. Where
such a person has been designated, the Tribunal will rely on that
person as the contact for Human Rights Applications, regardless of
which person is named as the organizational contact in the
If an organization wants to establish a regular contact for the
organization, all the organization has to do is send the following
information to the Tribunal Registrar:
Name and position of the person making the request;
The name and contact information of the contact person,
including email address if available; and
A request that the Tribunal use the named contact person as the
organization's contact in any applications filed with the
Tribunal naming the organization.
Should the contact person for the organization change, the
organization would be required to contact the Registrar, designate
a new contact person and provide his/her contact information.
An organization's representative is to be distinguished from
a personal respondent. Where individuals are named as
personal respondents in Human Rights Applications, they will
continue to be treated as parties and served separately from the
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On Thursday, September 22, 2016, Dentons hosted a panel discussion about the management of liabilities and risks associated with environmental crises, including potential liabilities for directors and officers and provided insight into risk and liability techniques associated with environmental crisis management.
Unfortunately, reasonable accommodation for employees in the workplace continues to be the source of significant litigation and even today we continue to see outrageous examples of employers behaving badly.
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