TRY ME!
Request Tribunal Appoint Expert
Summary
In Ontario, you can request the Human Rights Tribunal of Ontario (HRTO) to appoint an expert in Neurodiversity to better understand ADHD in employment evaluations. The HRTO allows expert evidence if necessary to comprehend disability issues. You must demonstrate the experts testimony is crucial for the tribunals evaluation. If adding a party to your complaint, provide reasons for their relevance. To hold specific respondents liable for disability discrimination, outline their discriminatory actions, provide evidence, and show how they violate the Ontario Human Rights Code. Employers must inquire about disabilities affecting work performance. The Morris v. British Columbia Railway Co. Case highlights the need to consider disabilities in employment decisions. If performance issues relate to a disability, employers must accommodate to the point of undue hardship.Full Conversation
request to add a party
It seems like you want to add a party to your complaint at the Human Rights Tribunal of Ontario (HRTO).
- You can request to add a party if their involvement is relevant to your case.
- You will need to provide reasons why adding this party is necessary for a fair resolution.
Have you already identified the party you wish to add?
- You can request to add a party if their involvement is relevant to your case.
- You will need to provide reasons why adding this party is necessary for a fair resolution.
Have you already identified the party you wish to add?
Request for Order to Investigate and hold specific respondents management Candice Cosburn and intern-supervioser Kendra Sandy liable to pay general damages to me for the violation of disability discrimination.
To proceed with your request to hold specific respondents liable for disability discrimination, you should:
- Clearly outline how Candice Cosburn and Kendra Sandy's actions resulted in discrimination.
- Provide evidence of the discrimination and its impact on you.
- Demonstrate how their actions violate the Ontario Human Rights Code.
Have you gathered all necessary evidence to support your claim?
- Clearly outline how Candice Cosburn and Kendra Sandy's actions resulted in discrimination.
- Provide evidence of the discrimination and its impact on you.
- Demonstrate how their actions violate the Ontario Human Rights Code.
Have you gathered all necessary evidence to support your claim?
rewrite :Request for Order to Investigate and hold specific respondents management Candice Cosburn and intern-supervioser Kendra Sandy liable to pay general damages to me for the violation of disability discrimination.
Request for an order to investigate and hold specific respondents, management Candice Cosburn and intern-supervisor Kendra Sandy, liable to pay general damages for disability discrimination.
- Clearly outline how Candice Cosburn and Kendra Sandy's actions resulted in discrimination.
- Provide evidence of the discrimination and its impact on you.
- Demonstrate how their actions violate the Ontario Human Rights Code.
Have you gathered all necessary evidence to support your claim?
- Clearly outline how Candice Cosburn and Kendra Sandy's actions resulted in discrimination.
- Provide evidence of the discrimination and its impact on you.
- Demonstrate how their actions violate the Ontario Human Rights Code.
Have you gathered all necessary evidence to support your claim?
rewrite : Claims of Intentional Disability Discrimination are recorded in the context of the performance evaluation. These specific respondents created an evaultion focused on an ADHD disability while they ADHD disability had been previously disclosed before the assessment was completed on August 29th,*.
Claims of intentional disability discrimination were recorded during a performance evaluation. The respondents focused the evaluation on an ADHD disability, which had been disclosed prior to the assessment on August *, *.
To proceed:
- Clearly outline how the actions resulted in discrimination.
- Provide evidence of the discrimination and its impact.
- Demonstrate how their actions violate the Ontario Human Rights Code.
Have you gathered all necessary evidence to support your claim?
To proceed:
- Clearly outline how the actions resulted in discrimination.
- Provide evidence of the discrimination and its impact.
- Demonstrate how their actions violate the Ontario Human Rights Code.
Have you gathered all necessary evidence to support your claim?
The probationary period assessment records evaluation specifically judgmental of an ADHD disability as it was used as leverage to justify poor performance leading to termination of employment causing loss wedges and emotional impact of experiencing adverse discrimination based on disability.
It seems like you have a strong case. Here's what you should consider:
- Outline the Discrimination: Clearly detail how the probationary evaluation was judgmental of your ADHD.
- Collect Evidence: Gather all relevant documents, emails, and witness statements that support your claim.
- Human Rights Code: Explain how this violates the Ontario Human Rights Code.
Have you consulted with the Human Rights Legal Support Centre for assistance in filing your complaint?
- Outline the Discrimination: Clearly detail how the probationary evaluation was judgmental of your ADHD.
- Collect Evidence: Gather all relevant documents, emails, and witness statements that support your claim.
- Human Rights Code: Explain how this violates the Ontario Human Rights Code.
Have you consulted with the Human Rights Legal Support Centre for assistance in filing your complaint?
rewrite and explain how this violates the human right code The probationary period assessment records evaluation specifically judgmental of an ADHD disability as it was used as leverage to justify poor performance leading to termination of employment causing loss wedges and emotional impact of experiencing adverse discrimination based on disability.
Certainly! Here's a concise version:
"The probationary period assessment records unfairly judged an ADHD disability, using it to justify poor performance and termination. This led to loss of wages and emotional distress, amounting to discrimination based on disability. This violates the Ontario Human Rights Code, which protects individuals from discrimination in employment due to disabilities."
Would you like more information on how to proceed with your complaint?
"The probationary period assessment records unfairly judged an ADHD disability, using it to justify poor performance and termination. This led to loss of wages and emotional distress, amounting to discrimination based on disability. This violates the Ontario Human Rights Code, which protects individuals from discrimination in employment due to disabilities."
Would you like more information on how to proceed with your complaint?
rewrite and explain • Candice Coburn and Kendra Sandy's actions resulted in discrimination: Claims of intentional disability discrimination were recorded in their probationary period evaluation. The respondents focused the evaluation on an ADHD disability, which had been disclosed prior to the assessment on August *, *.
Rewrite:
Candice Coburn and Kendra Sandy's actions led to discrimination. Claims of intentional disability discrimination were noted in the probationary evaluation, which focused on an ADHD disability that had been disclosed before the assessment on August *, *.
Candice Coburn and Kendra Sandy's actions led to discrimination. Claims of intentional disability discrimination were noted in the probationary evaluation, which focused on an ADHD disability that had been disclosed before the assessment on August *, *.
Explanation:
- Discriminatory Actions: The evaluation unfairly targeted the disclosed ADHD disability.
- Timing: The ADHD disclosure occurred prior to the evaluation, indicating pre-existing knowledge.
- Impact: This focus on ADHD to justify poor performance reflects intentional discrimination.
Would you like more details on filing a complaint with the Human Rights Tribunal of Ontario (HRTO)?
- Discriminatory Actions: The evaluation unfairly targeted the disclosed ADHD disability.
- Timing: The ADHD disclosure occurred prior to the evaluation, indicating pre-existing knowledge.
- Impact: This focus on ADHD to justify poor performance reflects intentional discrimination.
Would you like more details on filing a complaint with the Human Rights Tribunal of Ontario (HRTO)?
yes
To proceed with filing your complaint with the Human Rights Tribunal of Ontario (HRTO), you should:
- Outline Discriminatory Actions: Clearly detail how the evaluation unfairly targeted your disclosed ADHD disability.
- Provide Evidence: Gather relevant documents, emails, and witness statements.
- Explain Human Rights Code Violation: Show how this violates the Ontario Human Rights Code protections against disability discrimination.
Would you like assistance with the specific steps to file your complaint?
- Outline Discriminatory Actions: Clearly detail how the evaluation unfairly targeted your disclosed ADHD disability.
- Provide Evidence: Gather relevant documents, emails, and witness statements.
- Explain Human Rights Code Violation: Show how this violates the Ontario Human Rights Code protections against disability discrimination.
Would you like assistance with the specific steps to file your complaint?
rewrite • Evidence of the discrimination and its impact: The probationary period assessment records unfairly judged an ADHD disability, using it to justify poor performance and termination. This led to loss of wages and emotional distress, amounting to discrimination based on disability. This violates the Ontario Human Rights Code, which protects individuals from discrimination in employment due to disabilities.
Certainly! Here's a revised version:
- Evidence of Discrimination and its Impact: The probationary period assessment records unfairly judged an ADHD disability, using it to justify poor performance and termination. This resulted in loss of wages and emotional distress, amounting to discrimination based on disability and violating the Ontario Human Rights Code.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
- Evidence of Discrimination and its Impact: The probationary period assessment records unfairly judged an ADHD disability, using it to justify poor performance and termination. This resulted in loss of wages and emotional distress, amounting to discrimination based on disability and violating the Ontario Human Rights Code.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
include a violation of the tribunal code
Sure! Here’s an updated version including a violation of the Human Rights Tribunal code:
- Evidence of Discrimination and its Impact: The probationary period assessment records unfairly judged an ADHD disability, using it to justify poor performance and termination. This resulted in loss of wages and emotional distress, amounting to discrimination based on disability. These actions violate both the Ontario Human Rights Code, which protects individuals from employment discrimination due to disabilities, and the Human Rights Tribunal code by failing to ensure a fair and unbiased evaluation process.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
- Evidence of Discrimination and its Impact: The probationary period assessment records unfairly judged an ADHD disability, using it to justify poor performance and termination. This resulted in loss of wages and emotional distress, amounting to discrimination based on disability. These actions violate both the Ontario Human Rights Code, which protects individuals from employment discrimination due to disabilities, and the Human Rights Tribunal code by failing to ensure a fair and unbiased evaluation process.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
rewrite • Request for General Damages Against Intern Supervisor and Manager. claims of intentional disability discrimination by my employer, specifically involving actions taken by my Intern Supervisor [Name of Supervisor] and Manager [Name of Manager], which have caused me substantial harm. Additionally, I seek an order for general damages to be imposed directly on these individuals in their personal capacity because of their discriminatory conduct. In addition to the investigation, I request that the Tribunal order the imposition of substantial general damages between $*,*- $*,* directly on the Intern Supervisor and Manager for their intentional disability discrimination.
Request for General Damages Against Intern Supervisor and Manager:
I am seeking general damages for intentional disability discrimination by my employer, specifically actions by my Intern Supervisor and Manager. These actions have caused substantial harm. I request the Tribunal to impose general damages between $*,* - $*,* on these individuals personally due to their discriminatory conduct.
Would you like assistance with the next steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
I am seeking general damages for intentional disability discrimination by my employer, specifically actions by my Intern Supervisor and Manager. These actions have caused substantial harm. I request the Tribunal to impose general damages between $*,* - $*,* on these individuals personally due to their discriminatory conduct.
Would you like assistance with the next steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
rewrite The evaluation records when an employer might have a duty to inquire include: If an employee is struggling, behaving uncharacteristically, or having difficulties at work. - In the case of Ms. Merritt these struggles, behaving uncharacterizable or having difficulty were documented in the evaluation completed on August 29th, *. The evaluation has clear gaps in documentation to address these records the evaluation has no notes of accommodation for ADHD. An employer's duty to inquire arises when they are aware or should be aware that an employee's behavior may be connected to a human rights condition or disability that affects their work. In the case of Ms. Merritt, behaviors were recorded in the evaluation that were noted affected by her work, behaviors like social challenges connected to a disability ADHD-I.
An employer's duty to inquire arises when an employee displays struggles, uncharacteristic behavior, or work difficulties. In Ms. Merritt's case, such issues were noted in the evaluation on August *, *, but lacked documentation for ADHD accommodations. Employers must inquire if behaviors may be linked to a disability affecting work performance.
Would you like help preparing your complaint for the Human Rights Tribunal of Ontario (HRTO)?
Would you like help preparing your complaint for the Human Rights Tribunal of Ontario (HRTO)?
make it a fact *.*.* Duty to inquire about accommodation needs
Sure, here is the fact:
*.*.* Duty to Inquire About Accommodation Needs
- An employer's duty to inquire arises when an employee exhibits struggles, uncharacteristic behavior, or work difficulties.
- Employers must inquire if they are aware or should be aware that these behaviors may be linked to a disability affecting work performance.
- In Ms. Merritt's case, the evaluation on August *, *, noted struggles and behaviors connected to her ADHD, but lacked documentation for accommodations.
Would you like help preparing your complaint for the Human Rights Tribunal of Ontario (HRTO)?
*.*.* Duty to Inquire About Accommodation Needs
- An employer's duty to inquire arises when an employee exhibits struggles, uncharacteristic behavior, or work difficulties.
- Employers must inquire if they are aware or should be aware that these behaviors may be linked to a disability affecting work performance.
- In Ms. Merritt's case, the evaluation on August *, *, noted struggles and behaviors connected to her ADHD, but lacked documentation for accommodations.
Would you like help preparing your complaint for the Human Rights Tribunal of Ontario (HRTO)?
[*] In Morris v. British Columbia Railway Co. (*), * C.H.R.R. D/*, * BCHRT *, a tribunal found that if performance problems related to a disability are a reason for the termination, the disability is a factor in the termination. Knowing of the claimant’s depression, the employer should have considered whether the disability was affecting his performance and sought further medical assessment. It failed to do so. The case also confirms that an employer can’t “blind itself to its observations of an employee's behaviour…All relevant factors must be considered by an employer dealing with an employee with a disability, including medical evidence, its own observations, and the employee's own comments and concerns.” (at para. *).
The Morris v. British Columbia Railway Co. case sets a precedent that if performance issues are related to a disability, the employer must consider the disability in its decisions. The employer must also seek further medical assessment and consider all relevant factors, including their own observations and the employee's comments.
Would you like assistance in gathering evidence or detailing your claims for the HRTO based on this precedent?
Would you like assistance in gathering evidence or detailing your claims for the HRTO based on this precedent?
MAKE IT FACTS
Sure, here's the fact:
Morris v. British Columbia Railway Co. (*), * C.H.R.R. D/*, * BCHRT *
- If performance problems related to a disability are a reason for termination, the disability must be considered a factor in the termination.
- Employers must consider whether a disability affects performance and seek further medical assessment.
- Employers cannot ignore their observations of an employee's behavior. They must consider medical evidence, their observations, and the employee's comments and concerns.
Would you like help preparing your complaint for the Human Rights Tribunal of Ontario (HRTO)?
Morris v. British Columbia Railway Co. (*), * C.H.R.R. D/*, * BCHRT *
- If performance problems related to a disability are a reason for termination, the disability must be considered a factor in the termination.
- Employers must consider whether a disability affects performance and seek further medical assessment.
- Employers cannot ignore their observations of an employee's behavior. They must consider medical evidence, their observations, and the employee's comments and concerns.
Would you like help preparing your complaint for the Human Rights Tribunal of Ontario (HRTO)?
rewrite *. The applicant has developed key facts from case, The Morris v. British Columbia Railway Co. case sets a precedent that if performance issues are related to a disability, the employer must consider the disability in its decisions. The employer must also seek further medical assessment and consider all relevant factors, including their own observations and the employees’ comments.
The applicant has identified key facts from the Morris v. British Columbia Railway Co. case. This case establishes that if performance issues are related to a disability, the employer must:
- Consider the disability in their decisions.
- Seek further medical assessments.
- Take into account all relevant factors, including their own observations and the employee's comments.
Would you like help preparing your complaint for the Human Rights Tribunal of Ontario (HRTO)?
- Consider the disability in their decisions.
- Seek further medical assessments.
- Take into account all relevant factors, including their own observations and the employee's comments.
Would you like help preparing your complaint for the Human Rights Tribunal of Ontario (HRTO)?
The recorded evaluation shows that the specific respondents identified behaviors that presented contextual factors of mental health and or disability- indicating a requirement for inquiry or mental health or disability accommodations in the workplace was necessary they could not ignore. Despite recognizing their legal obligation, they failed to inquire about how these issues were linked to performance concerns before termination. They did not engage in alternative approaches for possible ADHD before recommending employment termination at Covenant House Toronto. The lack of documentation and accommodation dialogue with Ms. Merritt points to this potential negligence.
rewrite
The evaluation indicates that the respondents identified behaviors suggesting mental health or disability factors, requiring workplace accommodations. Despite this, they did not investigate the link between these factors and performance concerns before terminating employment. They failed to consider alternative approaches for possible ADHD. The lack of documentation and accommodation dialogue with Ms. Merritt suggests potential negligence.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
rewrite -
- Given the termination of employment where no duties to inquire for mental health accommodation in the workplace were satisfied and no accommodation was provided by the specific respondents and the organization Covenant House Toronto. The performance problems related to disability were not considered a factor in the termination. Therefore, the parties did not seek further medical assessment before termination of Ms. Merritt employment.
Given the termination of employment, the respondents and Covenant House Toronto failed to inquire about mental health accommodations in the workplace. They did not consider performance issues related to the disability before termination and did not seek further medical assessment before ending Ms. Merritt's employment.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
rewrite • A termination process that appears neutral but fails to accommodate disabilities can seem discriminatory. If an employer does not consider necessary accommodations for an employee's disability and terminates the employee based on performance issues linked to that disability, it could violate Section *. In the case of Ms. Merritt The respondents and Covenant House Toronto were aware of Ms. Merritt's ADHD before terminating her employment. The specific respondents based the termination on performance issues linked to her disability. The lack of a policy for addressing performance issues related to mental health and disabilities during the evaluation and probationary periods prove the potential disability discrimination against Ms. Merritt.
A termination process that appears neutral but fails to accommodate disabilities can be discriminatory. If an employer doesn't consider necessary accommodations for an employee's disability and terminates the employee based on performance issues linked to that disability, it could violate Section *. In Ms. Merritt's case, Covenant House Toronto and the respondents knew of her ADHD before termination. The termination was based on performance issues linked to her disability. The lack of a policy for addressing performance issues related to mental health and disabilities during evaluation and probationary periods indicates potential disability discrimination.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
rewrite
• The evaluation provides evidence that MS Merritt encountered performance challenges over an extended period, with the evaluation being finalized on the same day that Ms. Merritt's termination occurred. Pursuant to the organization’s probationary policy, the respondents engaged in actions that may constitute disability discrimination. They leveraged the organization’s neutral policy requirements as a pretext for their actions, while concurrently failing to fulfill their duty to conduct a thorough investigation into Ms. Merritt’s circumstances. This neglect of their investigatory responsibilities was explicitly documented in the evaluation, raising significant concerns regarding the procedural integrity of the evaluation process.
The evaluation shows that Ms. Merritt faced ongoing performance issues, with the evaluation finalized on the same day as her termination. The respondents may have used the organization's neutral policy as a pretext for disability discrimination, failing to properly investigate her circumstances. This neglect raises concerns about the evaluation's procedural integrity.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
rewrite =
Given these facts, we would like to dispute the evaluation and the grounds of termination.
• Section * of the Code establishes a clear legal obligation for employers to make inquiries regarding an employee's disability when there are indications that such a condition may be affecting their work performance or behavior. The evaluation shows that Ms. Merritt faced ongoing performance issues, with the evaluation finalized on the same day as her termination. The respondents may have used the organization's neutral policy as a pretext for disability discrimination, failing to properly investigate her circumstances. This neglect raises concerns about the evaluation's procedural integrity.
Given these facts, we would like to dispute the evaluation and the grounds of termination.
- Section * of the Code establishes a clear legal obligation for employers to inquire about an employee's disability when it may affect their work performance or behavior.
- The evaluation shows ongoing performance issues, finalized on the same day as Ms. Merritt's termination.
- Respondents may have used the organization's neutral policy as a pretext for disability discrimination, failing to investigate her circumstances.
- Ms. Merritt's ADHD was known before her termination on August *, *.
- The performance evaluation did not accommodate her ADHD, violating Section *, which requires accommodating disabilities to the point of undue hardship.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
- Section * of the Code establishes a clear legal obligation for employers to inquire about an employee's disability when it may affect their work performance or behavior.
- The evaluation shows ongoing performance issues, finalized on the same day as Ms. Merritt's termination.
- Respondents may have used the organization's neutral policy as a pretext for disability discrimination, failing to investigate her circumstances.
- Ms. Merritt's ADHD was known before her termination on August *, *.
- The performance evaluation did not accommodate her ADHD, violating Section *, which requires accommodating disabilities to the point of undue hardship.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
Given these facts, we would like to dispute the evaluation and the grounds of termination.
- Ms. Merritt's ADHD was known before her termination on August *, *.
- The performance evaluation did not accommodate her ADHD, violating Section *, which requires accommodating disabilities to the point of undue hardship.
To dispute the evaluation and grounds of termination, you should:
- Clearly outline how the performance evaluation failed to accommodate Ms. Merritt's ADHD.
- Gather evidence showing that the respondents were aware of her ADHD.
- Demonstrate how this violates Section * of the Ontario Human Rights Code.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
- Clearly outline how the performance evaluation failed to accommodate Ms. Merritt's ADHD.
- Gather evidence showing that the respondents were aware of her ADHD.
- Demonstrate how this violates Section * of the Ontario Human Rights Code.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
add violations from the tribunal Section * of the Code establishes a clear legal obligation for employers to inquire about an employee's disability when it may affect their work performance or behavior.
• The evaluation shows ongoing performance issues, finalized on the same day as Ms. Merritt's termination.
• Respondents may have used the organization's neutral policy as a pretext for disability discrimination, failing to investigate her circumstances.
• Ms. Merritt's ADHD was known before her termination on August *, *.
• The performance evaluation did not accommodate her ADHD, violating Section *, which requires accommodating disabilities to the point of undue hardship.
To dispute the evaluation and grounds of termination, consider the following:
- Section * Violation: Employers must inquire about an employee's disability if it affects work performance or behavior.
- Performance Issues: Evaluation shows performance problems, finalized on the same day as termination.
- Pretext for Discrimination: Respondents may have used a neutral policy to mask discrimination and failed to investigate.
- Known ADHD: Ms. Merritt's ADHD was known before her termination on August *, *.
- Section * Violation: Performance evaluation did not accommodate her ADHD, violating the requirement to accommodate disabilities to the point of undue hardship.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
- Section * Violation: Employers must inquire about an employee's disability if it affects work performance or behavior.
- Performance Issues: Evaluation shows performance problems, finalized on the same day as termination.
- Pretext for Discrimination: Respondents may have used a neutral policy to mask discrimination and failed to investigate.
- Known ADHD: Ms. Merritt's ADHD was known before her termination on August *, *.
- Section * Violation: Performance evaluation did not accommodate her ADHD, violating the requirement to accommodate disabilities to the point of undue hardship.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
add more sections such as duty to accomdate tribunal law on disbility
To strengthen your case, include these additional sections:
Duty to Accommodate Under Ontario Law:
- Human Rights Code (Section *): Employers must accommodate employees with disabilities to the point of undue hardship.
- Duty to Inquire (Section *): Employers must inquire about an employee's disability if it affects work performance or behavior.
Tribunal Law on Disability:
- Human Rights Tribunal of Ontario (HRTO): Employers are required to consider all relevant factors, including medical evidence, their observations, and the employee's comments, when evaluating performance.
Would you like more details on how to structure these sections in your complaint to the HRTO?
Duty to Accommodate Under Ontario Law:
- Human Rights Code (Section *): Employers must accommodate employees with disabilities to the point of undue hardship.
- Duty to Inquire (Section *): Employers must inquire about an employee's disability if it affects work performance or behavior.
Tribunal Law on Disability:
- Human Rights Tribunal of Ontario (HRTO): Employers are required to consider all relevant factors, including medical evidence, their observations, and the employee's comments, when evaluating performance.
Would you like more details on how to structure these sections in your complaint to the HRTO?
HTRO satement all parties have been copied
To strengthen your case, consider focusing on these key points:
- Human Rights Code (Section *): Employers must accommodate employees with disabilities to the point of undue hardship.
- Duty to Inquire (Section *): Employers must inquire about an employee's disability if it affects work performance or behavior.
- Tribunal Law on Disability: The Human Rights Tribunal of Ontario (HRTO) requires employers to consider all relevant factors, including medical evidence, their observations, and the employee's comments, when evaluating performance.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
- Human Rights Code (Section *): Employers must accommodate employees with disabilities to the point of undue hardship.
- Duty to Inquire (Section *): Employers must inquire about an employee's disability if it affects work performance or behavior.
- Tribunal Law on Disability: The Human Rights Tribunal of Ontario (HRTO) requires employers to consider all relevant factors, including medical evidence, their observations, and the employee's comments, when evaluating performance.
Would you like assistance with the specific steps to file your complaint with the Human Rights Tribunal of Ontario (HRTO)?
write an email to the tribunal for form * attached request to order
---
Subject: Request for Order - Form * Attached
Dear [Tribunal's Name],
I hope this email finds you well.
I am writing to formally request an order regarding my case, as detailed in the attached Form *. The key points of my request are as follows:
*. Violation of Sections * and * of the Ontario Human Rights Code:
- Section *: Failure to accommodate my ADHD, a disability, during the performance evaluation.
- Section *: Failure to inquire about my disability when it was known to affect my work performance.
*. Discriminatory Conduct:
- The respondents used the organization's neutral policy as a pretext for disability discrimination.
- Despite being aware of my ADHD, they failed to engage in the accommodation process or properly investigate my circumstances.
*. Request for General Damages:
- Seeking substantial general damages between $*,* - $*,* due to the intentional disability discrimination by my Intern Supervisor, [Name of Supervisor], and Manager, [Name of Manager].
*. Duty to Accommodate and Procedural Integrity:
- The evaluation shows ongoing performance issues finalized on the same day as my termination.
- The respondents failed to investigate how my disability might have affected my performance, raising concerns about the integrity of the evaluation process.
I kindly request the tribunal to appoint an expert in Neurodiversity to provide a better understanding of ADHD and its context in the probationary period evaluation. Additionally, I seek an order to hold the respondents liable for their discriminatory actions and the imposition of substantial general damages.
Thank you for your attention to this matter. Please let me know if you require any further information.
Best regards,
[Your Name]
[Your Contact Information]
---
Would you like assistance with any additional details or documents for your complaint?
Subject: Request for Order - Form * Attached
Dear [Tribunal's Name],
I hope this email finds you well.
I am writing to formally request an order regarding my case, as detailed in the attached Form *. The key points of my request are as follows:
*. Violation of Sections * and * of the Ontario Human Rights Code:
- Section *: Failure to accommodate my ADHD, a disability, during the performance evaluation.
- Section *: Failure to inquire about my disability when it was known to affect my work performance.
*. Discriminatory Conduct:
- The respondents used the organization's neutral policy as a pretext for disability discrimination.
- Despite being aware of my ADHD, they failed to engage in the accommodation process or properly investigate my circumstances.
*. Request for General Damages:
- Seeking substantial general damages between $*,* - $*,* due to the intentional disability discrimination by my Intern Supervisor, [Name of Supervisor], and Manager, [Name of Manager].
*. Duty to Accommodate and Procedural Integrity:
- The evaluation shows ongoing performance issues finalized on the same day as my termination.
- The respondents failed to investigate how my disability might have affected my performance, raising concerns about the integrity of the evaluation process.
I kindly request the tribunal to appoint an expert in Neurodiversity to provide a better understanding of ADHD and its context in the probationary period evaluation. Additionally, I seek an order to hold the respondents liable for their discriminatory actions and the imposition of substantial general damages.
Thank you for your attention to this matter. Please let me know if you require any further information.
Best regards,
[Your Name]
[Your Contact Information]
---
Would you like assistance with any additional details or documents for your complaint?
WHAT IS THE TRIBUNALS STATEMENT OF DELIEVERY
The Tribunal's Statement of Delivery typically refers to the process or guidelines by which the tribunal delivers its decisions and orders. In Ontario, the Human Rights Tribunal of Ontario (HRTO) follows a specific process for issuing its decisions:
- Written Decisions: The HRTO issues written decisions, which include the reasons for the decision.
- Delivery Method: Decisions are generally delivered via mail or electronically to the parties involved.
- Timeliness: Decisions are typically issued within a reasonable timeframe after the conclusion of the hearing.
Would you like more information on how to prepare for the delivery of the HRTO's decision or the next steps after receiving a decision?
- Written Decisions: The HRTO issues written decisions, which include the reasons for the decision.
- Delivery Method: Decisions are generally delivered via mail or electronically to the parties involved.
- Timeliness: Decisions are typically issued within a reasonable timeframe after the conclusion of the hearing.
Would you like more information on how to prepare for the delivery of the HRTO's decision or the next steps after receiving a decision?
what is the tribunal statement of delievery for applicants submiting the partie
The Tribunal's Statement of Delivery for applicants submitting their case to the Human Rights Tribunal of Ontario (HRTO) includes the following essential points:
- Written Confirmation: The HRTO will send a written confirmation that your application has been received.
- Service of Documents: You must serve the application on the respondent(s) according to HRTO rules.
- Acknowledgment of Service: You may need to file a Statement of Delivery to confirm that you have served the application on the respondent(s).
- Communication: The HRTO may communicate with you through mail or electronically regarding further steps, hearings, or decisions.
Would you like help with the specific steps to serve your application on the respondents?
- Written Confirmation: The HRTO will send a written confirmation that your application has been received.
- Service of Documents: You must serve the application on the respondent(s) according to HRTO rules.
- Acknowledgment of Service: You may need to file a Statement of Delivery to confirm that you have served the application on the respondent(s).
- Communication: The HRTO may communicate with you through mail or electronically regarding further steps, hearings, or decisions.
Would you like help with the specific steps to serve your application on the respondents?
write a statement of develiery to the tribunal and the parties
---
Subject: Statement of Delivery - Submission to HRTO
Dear [Tribunal's Name],
I hope this email finds you well.
I am writing to provide the Statement of Delivery regarding my application submitted to the Human Rights Tribunal of Ontario (HRTO). The key details are as follows:
*. Applicant Information:
- Name: [Your Name]
- Contact Information: [Your Contact Information]
*. Respondent Information:
- Intern Supervisor: [Name of Supervisor]
- Manager: [Name of Manager]
- Organization: Covenant House Toronto
*. Case Summary:
- Violation of Sections * and * of the Ontario Human Rights Code for failure to accommodate my ADHD and failure to inquire about my disability.
- Claims of intentional disability discrimination leading to termination.
- Request for substantial general damages between $*,* - $*,*.
- Request for the appointment of an expert in Neurodiversity to provide better understanding of ADHD in the context of the probationary period evaluation.
*. Service of Documents:
- I have served the application and all relevant documents to the respondents as per HRTO rules.
- The documents were served viathe following method(s): [Specify the method, e.g., mail, electronic service].
*. Acknowledgment of Service:
- Attached is the proof of service, confirming that the application and supporting documents were delivered to the respondents.
Please confirm receipt of this Statement of Delivery and let me know if any further information is required.
Thank you for your attention.
Best regards,
[Your Name]
[Your Contact Information]
[Attachment: Proof of Service]
---
Would you like any assistance with the attachments or further steps in the process?
Subject: Statement of Delivery - Submission to HRTO
Dear [Tribunal's Name],
I hope this email finds you well.
I am writing to provide the Statement of Delivery regarding my application submitted to the Human Rights Tribunal of Ontario (HRTO). The key details are as follows:
*. Applicant Information:
- Name: [Your Name]
- Contact Information: [Your Contact Information]
*. Respondent Information:
- Intern Supervisor: [Name of Supervisor]
- Manager: [Name of Manager]
- Organization: Covenant House Toronto
*. Case Summary:
- Violation of Sections * and * of the Ontario Human Rights Code for failure to accommodate my ADHD and failure to inquire about my disability.
- Claims of intentional disability discrimination leading to termination.
- Request for substantial general damages between $*,* - $*,*.
- Request for the appointment of an expert in Neurodiversity to provide better understanding of ADHD in the context of the probationary period evaluation.
*. Service of Documents:
- I have served the application and all relevant documents to the respondents as per HRTO rules.
- The documents were served viathe following method(s): [Specify the method, e.g., mail, electronic service].
*. Acknowledgment of Service:
- Attached is the proof of service, confirming that the application and supporting documents were delivered to the respondents.
Please confirm receipt of this Statement of Delivery and let me know if any further information is required.
Thank you for your attention.
Best regards,
[Your Name]
[Your Contact Information]
[Attachment: Proof of Service]
---
Would you like any assistance with the attachments or further steps in the process?
Start a new chat