This document summarizes a presentation on applying the Ontario Human Rights Code in tribunal decisions. It discusses the key principles of the Code, including upholding human dignity and prohibiting discrimination in employment, services, housing, contracts and associations based on protected grounds. It also outlines tribunals' role in recognizing human rights issues, the elements of a prima facie discrimination case, available defenses, and remedies tribunals can provide. Additional OHRC resources on developing anti-discrimination policies and guidelines are also listed.
Sexual orientation, policy, and the public workplacetaratoot
This document discusses policies related to sexual orientation and the public workplace. It outlines that there are currently no federal laws protecting against employment discrimination based on sexual orientation. Some key topics covered include the history of laws regarding same-sex marriage and civil unions, court cases related to discrimination and privacy, and the debate around the Employment Non-Discrimination Act. The document also examines public opinion on issues like same-sex marriage over time.
Disability, policy, and the public workplacetaratoot
This document discusses disability policy and the public workplace. It provides background on discrimination faced by disabled individuals, the disabled rights movement, and key disability laws like the Rehabilitation Act, ADA, and ADAAA. It summarizes provisions and requirements of the ADA regarding employment (Title I), public services (Title II), and public accommodations (Title III). It also discusses issues like unfunded mandates, Supreme Court interpretations, definitions of disability, required accommodations, income/poverty disparities, and challenges regarding education and unemployment rates faced by disabled individuals. The conclusion emphasizes the importance of diversity and social equity for the disabled community in the public sector workplace and in the development of disability policy.
Chapter 8 law and legal professionals lecture slissuserfa5723
This document provides an overview of key concepts related to law and the legal profession. It discusses different theories of law, justifications for laws including harm prevention and paternalism, paradigms for understanding law like consensus and conflict, perceptions of the judicial system, ethical standards and roles for legal professionals, and responsibilities of attorneys and judges. The roles of attorneys are debated, between being a legal agent focused only on the client or a moral agent who considers personal ethics. Exceptions to confidentiality between attorneys and clients are also outlined.
This document discusses several topics related to law and the legal profession. It begins by outlining different theories of law, such as natural law and positive law. It then discusses legal justifications like the harm principle and legal paternalism. The document also examines perceptions of the judicial system and whether it achieves true justice. It analyzes the roles and ethics of legal professionals like attorneys and judges. Specifically, it debates whether attorneys should serve as legal agents or moral agents. Finally, the document reviews ethical standards and codes of conduct for legal professionals.
The document summarizes key concepts about law and the legal profession. It discusses different theories of law, such as natural law and positive law. It also examines justifications for law like harm prevention and legal moralism. The document analyzes paradigms of law and perceptions of the judicial system. It compares legal agent and moral agent models of legal representation. It also summarizes ethical standards and responsibilities for lawyers.
Presentation by Dr. George Taleporos at 'Making LOVE, RELATIONSHIPS and SEX Accessible' Disability and Sexuality forum, in Preston on the 18th June, 2013.
Sexual orientation, policy, and the public workplacetaratoot
This document discusses policies related to sexual orientation and the public workplace. It outlines that there are currently no federal laws protecting against employment discrimination based on sexual orientation. Some key topics covered include the history of laws regarding same-sex marriage and civil unions, court cases related to discrimination and privacy, and the debate around the Employment Non-Discrimination Act. The document also examines public opinion on issues like same-sex marriage over time.
Disability, policy, and the public workplacetaratoot
This document discusses disability policy and the public workplace. It provides background on discrimination faced by disabled individuals, the disabled rights movement, and key disability laws like the Rehabilitation Act, ADA, and ADAAA. It summarizes provisions and requirements of the ADA regarding employment (Title I), public services (Title II), and public accommodations (Title III). It also discusses issues like unfunded mandates, Supreme Court interpretations, definitions of disability, required accommodations, income/poverty disparities, and challenges regarding education and unemployment rates faced by disabled individuals. The conclusion emphasizes the importance of diversity and social equity for the disabled community in the public sector workplace and in the development of disability policy.
Chapter 8 law and legal professionals lecture slissuserfa5723
This document provides an overview of key concepts related to law and the legal profession. It discusses different theories of law, justifications for laws including harm prevention and paternalism, paradigms for understanding law like consensus and conflict, perceptions of the judicial system, ethical standards and roles for legal professionals, and responsibilities of attorneys and judges. The roles of attorneys are debated, between being a legal agent focused only on the client or a moral agent who considers personal ethics. Exceptions to confidentiality between attorneys and clients are also outlined.
This document discusses several topics related to law and the legal profession. It begins by outlining different theories of law, such as natural law and positive law. It then discusses legal justifications like the harm principle and legal paternalism. The document also examines perceptions of the judicial system and whether it achieves true justice. It analyzes the roles and ethics of legal professionals like attorneys and judges. Specifically, it debates whether attorneys should serve as legal agents or moral agents. Finally, the document reviews ethical standards and codes of conduct for legal professionals.
The document summarizes key concepts about law and the legal profession. It discusses different theories of law, such as natural law and positive law. It also examines justifications for law like harm prevention and legal moralism. The document analyzes paradigms of law and perceptions of the judicial system. It compares legal agent and moral agent models of legal representation. It also summarizes ethical standards and responsibilities for lawyers.
Presentation by Dr. George Taleporos at 'Making LOVE, RELATIONSHIPS and SEX Accessible' Disability and Sexuality forum, in Preston on the 18th June, 2013.
The document discusses various types of ethical misconduct that can occur within the legal system, including by defense attorneys, prosecutors, and judges. It provides examples of misconduct such as attorney alcohol and drug abuse during trials, prosecutorial suppression of exculpatory evidence, and judges denying defendants their rights. It also discusses issues with eyewitness testimony and false convictions. Responses to misconduct discussed include sanctions by state bar associations and lists of disciplined attorneys maintained by the Department of Justice. The tensions between judicial independence and political influences on the courts are also examined.
This document discusses ethical issues that arise for legal professionals in criminal cases. It covers the duties of defense attorneys, including providing counsel to unpopular or guilty clients. It also discusses prosecutors' discretion in charging decisions and conflicts of interest. The document outlines attorneys' responsibilities to clients and duties of confidentiality and candor toward the court. It discusses forensic science issues and examples of experts who provided unreliable testimony. Finally, it addresses judicial discretion in interpreting laws and sentencing.
This document discusses various ethical issues that arise for legal professionals. It covers the duties of defense attorneys, even when representing clients they know are guilty. It also discusses prosecutors' discretion around charging decisions and conflicts of interest. The document outlines attorneys' responsibilities to clients and duties of confidentiality and addressing perjury. It then covers issues around expert witnesses, forensic evidence, and problematic cases like those involving Joyce Gilchrist. Finally, it discusses judicial discretion around interpreting laws and sentencing.
This document provides an overview of concepts related to justice, including distributive justice, corrective justice, procedural justice, and restorative justice. It discusses theories of justice proposed by philosophers such as Plato, Aristotle, Rawls, and theories regarding distributive standards. It also covers components of justice such as substantive versus procedural aspects of corrective justice and examples of applying different theories of justice.
This document discusses various ethical systems and approaches to determining moral behavior. It begins by providing two examples of ethical dilemmas, including one about an employee who publicly quit Goldman Sachs and another about a detective who uncovered police misconduct. It then outlines several ethical systems such as deontological ethics, which focuses on inherent morality of acts, and teleological ethics, which focuses on consequences. It also discusses ethical formalism based on Kant's categorical imperative, utilitarianism, which focuses on the greatest good for the greatest number, and virtue ethics. The document notes criticisms of each approach and concludes by discussing other decision-making principles and relativism versus absolutism.
This document summarizes key areas of liability for law enforcement, including discrimination, investigative practices, and use of force. It discusses moral dilemmas officers face and different types of control. It also examines issues like racial profiling, undercover operations, interrogation techniques, and excessive force. Specifically, it analyzes discretion and how even well-intentioned policies can enable abuse of power over marginalized groups.
This document discusses various forms of ethical misconduct that can occur within the legal system. It provides examples of defense attorney misconduct such as using drugs or alcohol during trials. It also discusses types of prosecutorial misconduct like withholding exculpatory evidence. The document then examines issues like judicial misconduct and concerns about false convictions due to mistakes or biases. It explores challenges to prosecutorial independence and ensuring justice. Overall, the document analyzes different types of ethical violations that can undermine fairness within the legal system.
Diversity and equity in american public administrationtaratoot
This document provides an overview of equity and diversity in public administration. It discusses key concepts like representativeness, diversity, and equity. Regarding diversity, the document notes its importance in mirroring a diverse population and improving service delivery. Regarding equity, it discusses the principle of equal treatment under law. The document also examines how the Supreme Court has interpreted discrimination and equal protection. Overall, it frames diversity and equity as important values for public administration to uphold.
This chapter discusses the importance of ethics in the criminal justice system. It notes that ethical issues exist at all levels, from creating laws to punishment. Criminal justice professionals have varying degrees of power and discretion, so studying ethics is critical to determine the right course of action. The chapter also defines key terms like morality, ethics, discretion, and explores the common obligations of criminal justice workers to act with integrity and uphold civil rights.
The document discusses various topics related to ethics in punishment and corrections, including elements of punishment, treatment goals, guidelines for punishment, and rationales for punishment. It also covers correctional goals like retribution, prevention, and rehabilitation. Other topics addressed include deterrence, incapacitation, three strikes laws, costs of prisons, cruel and unusual punishment, castration as a deterrent, shaming punishments, private corrections, capital punishment, and challenges with correctional officer subcultures.
Many people are unfamiliar with the American Criminal Justice System, so this presentation condenses primary and necessary concepts for easy comprehension so that all can understand how the system functions and why!
Disclaimer: this presentation was completed for an in-class assignment at Rockhurst University. The "for Dummies" branding is not my own and was simply used as a format for the assignment concept.
Ethics, Privacy & Access to Information: PPAL 6120 3.0GeorgeBekatoros2
This document provides an overview of ethics, privacy, and access to information. It begins with the presenter's background and then discusses the purpose of the presentation, which is to discuss principles of public sector ethics and conflicts of interest. It then discusses ethics in politics in the Anglo-Canadian system dating back to the Glorious Revolution and John Locke's philosophy of impartial government. It also discusses conflict of interest legislation, ethics commissioners, and analyses whether these regimes are effective at reducing conflicts of interest. It concludes by comparing systems in other jurisdictions like Europe and the US.
This document discusses various forms of misconduct among correctional professionals, including corruption for personal gain, abuse and mistreatment of inmates, and systemic issues that harm inmates. It provides examples like a former Colorado prison guard who admitted to beating inmates, and discusses legislation like the Prison Rape Elimination Act of 2003 which aims to prevent sexual abuse in prisons. The document also discusses alternatives to the traditional punitive model, like restorative justice approaches that emphasize rehabilitation and addressing the needs of victims.
This document discusses concepts related to justice and morality. It begins by summarizing Harold Hall's wrongful conviction and release after 19 years in prison due to post-conviction DNA evidence proving his innocence. It then defines concepts of justice such as fairness, equality, and impartiality. It examines Aristotle's views on rectificatory and distributive justice. It outlines major components of justice recognized today, including distributive and corrective justice. It also discusses theories of distributive justice, criticisms of Rawls' theory, and examples related to healthcare reform, economic inequality protests, and criminal justice cases.
Ordinance No. 0417-12 of 2012, also known as the "Anti-Discriminatory Ordinance of Davao City", prohibits discrimination based on sex, gender identity, sexual orientation, race, color, descent, nationality, ethnic or religious affiliation or beliefs. The ordinance enumerates seven ways discrimination may be committed against people applying for jobs, buying products/services, seeking school enrollment, or entering establishments generally open to the public. It defines key terms like gender identity and sexual orientation. The ordinance references provisions in the Philippine Constitution promoting social justice, human dignity, and equal protection under the law.
This document provides an overview of different approaches to determining moral behavior and resolving ethical dilemmas. It discusses deontological and teleological ethical systems, as well as approaches based on ethical formalism, utilitarianism, religion, natural law, virtue ethics, care ethics, egoism, and situational ethics. Examples of real-world ethical dilemmas are also provided to illustrate how different systems might approach issues like corporate responsibility, police misconduct, and charity organization scandals.
This document discusses several cases of police misconduct and ethical issues faced by police. It summarizes a case where San Francisco police officers falsified evidence in a drug raid that led to an elderly woman being shot and killed. It also discusses a case where officers were accused of committing perjury in drug bust reports. The document examines the tension between police loyalty and whistleblowing when officers witness wrongdoing by other officers.
How can companies be responsible social marketersSameer Mathur
This document discusses how companies can practice socially responsible marketing for long-term success. It recommends that companies ensure legal and ethical behavior, exercise social conscience with customers, and meet needs without harming future generations. Examples are given of top firms that demonstrate social responsibility through contributions to education and health. Cause-related marketing is also discussed as linking a firm's contributions to a cause with customer transactions.
SOAR Consulting specializes in matching transitioning military officers, enlisted leaders, and technicians with growing American companies. They provide personalized service and maintain ongoing communication with candidates and clients after placements. Their mission is to connect businesses with future leaders from the military and develop long-term partnerships.
The document outlines 10 concepts for managing a holistic marketing organization for the long run: 1) internal marketing, 2) functional organization, 3) geographic organization, 4) product/brand management organization, 5) creative marketing organization, 6) firms of endearment, 7) corporate social responsibility, 8) sustainability, 9) cause-related marketing, and 10) social marketing. It discusses each concept in terms of building an organization that is holistic, sustainable, and stakeholder-oriented to last in the long run.
The 7 Habits of Highly Effective People outlines 7 habits that can make people highly effective. The habits are: 1) Be Proactive, 2) Begin with the End in Mind, 3) Put First Things First, 4) Think Win-Win, 5) Seek First to Understand, Then To Be Understood, 6) Synergize, and 7) Sharpen the Saw. Each habit is described in 1-2 sentences with supporting explanations provided for some. The document provides guidance on how to implement the habits for increased effectiveness.
7 basic habits for highly effective peopleShaheb Anik
Stephen R. Covey outlines 7 habits for highly effective people: 1) Be proactive by taking responsibility for your own work and decisions, 2) Begin with the end in mind by setting specific goals, 3) Put the first things first by prioritizing tasks in an organized manner, 4) Think win-win by seeing problems from others' perspectives, 5) Seek first to understand then to be understood by focusing on understanding others, 6) Synergize by collaborating and involving people to achieve more than the sum of individual efforts, 7) Sharpen the saw by continuously improving yourself through physical, spiritual, mental, and social development. The habits are divided into private victory, public victory, and self-renewal
The document discusses various types of ethical misconduct that can occur within the legal system, including by defense attorneys, prosecutors, and judges. It provides examples of misconduct such as attorney alcohol and drug abuse during trials, prosecutorial suppression of exculpatory evidence, and judges denying defendants their rights. It also discusses issues with eyewitness testimony and false convictions. Responses to misconduct discussed include sanctions by state bar associations and lists of disciplined attorneys maintained by the Department of Justice. The tensions between judicial independence and political influences on the courts are also examined.
This document discusses ethical issues that arise for legal professionals in criminal cases. It covers the duties of defense attorneys, including providing counsel to unpopular or guilty clients. It also discusses prosecutors' discretion in charging decisions and conflicts of interest. The document outlines attorneys' responsibilities to clients and duties of confidentiality and candor toward the court. It discusses forensic science issues and examples of experts who provided unreliable testimony. Finally, it addresses judicial discretion in interpreting laws and sentencing.
This document discusses various ethical issues that arise for legal professionals. It covers the duties of defense attorneys, even when representing clients they know are guilty. It also discusses prosecutors' discretion around charging decisions and conflicts of interest. The document outlines attorneys' responsibilities to clients and duties of confidentiality and addressing perjury. It then covers issues around expert witnesses, forensic evidence, and problematic cases like those involving Joyce Gilchrist. Finally, it discusses judicial discretion around interpreting laws and sentencing.
This document provides an overview of concepts related to justice, including distributive justice, corrective justice, procedural justice, and restorative justice. It discusses theories of justice proposed by philosophers such as Plato, Aristotle, Rawls, and theories regarding distributive standards. It also covers components of justice such as substantive versus procedural aspects of corrective justice and examples of applying different theories of justice.
This document discusses various ethical systems and approaches to determining moral behavior. It begins by providing two examples of ethical dilemmas, including one about an employee who publicly quit Goldman Sachs and another about a detective who uncovered police misconduct. It then outlines several ethical systems such as deontological ethics, which focuses on inherent morality of acts, and teleological ethics, which focuses on consequences. It also discusses ethical formalism based on Kant's categorical imperative, utilitarianism, which focuses on the greatest good for the greatest number, and virtue ethics. The document notes criticisms of each approach and concludes by discussing other decision-making principles and relativism versus absolutism.
This document summarizes key areas of liability for law enforcement, including discrimination, investigative practices, and use of force. It discusses moral dilemmas officers face and different types of control. It also examines issues like racial profiling, undercover operations, interrogation techniques, and excessive force. Specifically, it analyzes discretion and how even well-intentioned policies can enable abuse of power over marginalized groups.
This document discusses various forms of ethical misconduct that can occur within the legal system. It provides examples of defense attorney misconduct such as using drugs or alcohol during trials. It also discusses types of prosecutorial misconduct like withholding exculpatory evidence. The document then examines issues like judicial misconduct and concerns about false convictions due to mistakes or biases. It explores challenges to prosecutorial independence and ensuring justice. Overall, the document analyzes different types of ethical violations that can undermine fairness within the legal system.
Diversity and equity in american public administrationtaratoot
This document provides an overview of equity and diversity in public administration. It discusses key concepts like representativeness, diversity, and equity. Regarding diversity, the document notes its importance in mirroring a diverse population and improving service delivery. Regarding equity, it discusses the principle of equal treatment under law. The document also examines how the Supreme Court has interpreted discrimination and equal protection. Overall, it frames diversity and equity as important values for public administration to uphold.
This chapter discusses the importance of ethics in the criminal justice system. It notes that ethical issues exist at all levels, from creating laws to punishment. Criminal justice professionals have varying degrees of power and discretion, so studying ethics is critical to determine the right course of action. The chapter also defines key terms like morality, ethics, discretion, and explores the common obligations of criminal justice workers to act with integrity and uphold civil rights.
The document discusses various topics related to ethics in punishment and corrections, including elements of punishment, treatment goals, guidelines for punishment, and rationales for punishment. It also covers correctional goals like retribution, prevention, and rehabilitation. Other topics addressed include deterrence, incapacitation, three strikes laws, costs of prisons, cruel and unusual punishment, castration as a deterrent, shaming punishments, private corrections, capital punishment, and challenges with correctional officer subcultures.
Many people are unfamiliar with the American Criminal Justice System, so this presentation condenses primary and necessary concepts for easy comprehension so that all can understand how the system functions and why!
Disclaimer: this presentation was completed for an in-class assignment at Rockhurst University. The "for Dummies" branding is not my own and was simply used as a format for the assignment concept.
Ethics, Privacy & Access to Information: PPAL 6120 3.0GeorgeBekatoros2
This document provides an overview of ethics, privacy, and access to information. It begins with the presenter's background and then discusses the purpose of the presentation, which is to discuss principles of public sector ethics and conflicts of interest. It then discusses ethics in politics in the Anglo-Canadian system dating back to the Glorious Revolution and John Locke's philosophy of impartial government. It also discusses conflict of interest legislation, ethics commissioners, and analyses whether these regimes are effective at reducing conflicts of interest. It concludes by comparing systems in other jurisdictions like Europe and the US.
This document discusses various forms of misconduct among correctional professionals, including corruption for personal gain, abuse and mistreatment of inmates, and systemic issues that harm inmates. It provides examples like a former Colorado prison guard who admitted to beating inmates, and discusses legislation like the Prison Rape Elimination Act of 2003 which aims to prevent sexual abuse in prisons. The document also discusses alternatives to the traditional punitive model, like restorative justice approaches that emphasize rehabilitation and addressing the needs of victims.
This document discusses concepts related to justice and morality. It begins by summarizing Harold Hall's wrongful conviction and release after 19 years in prison due to post-conviction DNA evidence proving his innocence. It then defines concepts of justice such as fairness, equality, and impartiality. It examines Aristotle's views on rectificatory and distributive justice. It outlines major components of justice recognized today, including distributive and corrective justice. It also discusses theories of distributive justice, criticisms of Rawls' theory, and examples related to healthcare reform, economic inequality protests, and criminal justice cases.
Ordinance No. 0417-12 of 2012, also known as the "Anti-Discriminatory Ordinance of Davao City", prohibits discrimination based on sex, gender identity, sexual orientation, race, color, descent, nationality, ethnic or religious affiliation or beliefs. The ordinance enumerates seven ways discrimination may be committed against people applying for jobs, buying products/services, seeking school enrollment, or entering establishments generally open to the public. It defines key terms like gender identity and sexual orientation. The ordinance references provisions in the Philippine Constitution promoting social justice, human dignity, and equal protection under the law.
This document provides an overview of different approaches to determining moral behavior and resolving ethical dilemmas. It discusses deontological and teleological ethical systems, as well as approaches based on ethical formalism, utilitarianism, religion, natural law, virtue ethics, care ethics, egoism, and situational ethics. Examples of real-world ethical dilemmas are also provided to illustrate how different systems might approach issues like corporate responsibility, police misconduct, and charity organization scandals.
This document discusses several cases of police misconduct and ethical issues faced by police. It summarizes a case where San Francisco police officers falsified evidence in a drug raid that led to an elderly woman being shot and killed. It also discusses a case where officers were accused of committing perjury in drug bust reports. The document examines the tension between police loyalty and whistleblowing when officers witness wrongdoing by other officers.
How can companies be responsible social marketersSameer Mathur
This document discusses how companies can practice socially responsible marketing for long-term success. It recommends that companies ensure legal and ethical behavior, exercise social conscience with customers, and meet needs without harming future generations. Examples are given of top firms that demonstrate social responsibility through contributions to education and health. Cause-related marketing is also discussed as linking a firm's contributions to a cause with customer transactions.
SOAR Consulting specializes in matching transitioning military officers, enlisted leaders, and technicians with growing American companies. They provide personalized service and maintain ongoing communication with candidates and clients after placements. Their mission is to connect businesses with future leaders from the military and develop long-term partnerships.
The document outlines 10 concepts for managing a holistic marketing organization for the long run: 1) internal marketing, 2) functional organization, 3) geographic organization, 4) product/brand management organization, 5) creative marketing organization, 6) firms of endearment, 7) corporate social responsibility, 8) sustainability, 9) cause-related marketing, and 10) social marketing. It discusses each concept in terms of building an organization that is holistic, sustainable, and stakeholder-oriented to last in the long run.
The 7 Habits of Highly Effective People outlines 7 habits that can make people highly effective. The habits are: 1) Be Proactive, 2) Begin with the End in Mind, 3) Put First Things First, 4) Think Win-Win, 5) Seek First to Understand, Then To Be Understood, 6) Synergize, and 7) Sharpen the Saw. Each habit is described in 1-2 sentences with supporting explanations provided for some. The document provides guidance on how to implement the habits for increased effectiveness.
7 basic habits for highly effective peopleShaheb Anik
Stephen R. Covey outlines 7 habits for highly effective people: 1) Be proactive by taking responsibility for your own work and decisions, 2) Begin with the end in mind by setting specific goals, 3) Put the first things first by prioritizing tasks in an organized manner, 4) Think win-win by seeing problems from others' perspectives, 5) Seek first to understand then to be understood by focusing on understanding others, 6) Synergize by collaborating and involving people to achieve more than the sum of individual efforts, 7) Sharpen the saw by continuously improving yourself through physical, spiritual, mental, and social development. The habits are divided into private victory, public victory, and self-renewal
Book review firms of endearment how world class companies profit from passion...abhishek rane
This document discusses the concept of "Firms of Endearment" which are companies that focus on all stakeholders including customers, employees, suppliers, and society. It describes how these companies prioritize relationships and have a guiding vision of service. It provides details on how these companies create loyal customers through quality, reliability, services and focus on employees through benefits like stock ownership plans and discounts. The review at the end notes these companies challenge traditional capitalism by not just focusing on profits but putting customers and employees first to create more value for all stakeholders including shareholders.
The document provides information about various academic support services available at SOAR including the Dean and Associate Dean of Academics, the Help Desk, Tutorial Services, the Nursing Skills and Simulation Center, Math Lab, and other services. Preparation is emphasized as the most important strategy for academic success, with repetition of this message. Contact information is provided for certain services.
This personal development plan outlines Zeal Liew's goals and activities from May 2014 to July 2015. The plan details training, projects, and challenges undertaken to enhance skills in service management, leadership, delivery management, and customer experience. Key accomplishments include successful knowledge transfers, on-time report deliveries, new contract transitions, and involvement in improvement initiatives across multiple functions and regions. The training and experiences helped Zeal develop effective relationship and communication skills while optimizing workload management.
The document discusses the SOAR framework as an alternative to SWOT for strategic planning. It summarizes SOAR as focusing on strengths, opportunities, aspirations, and results with a collaborative rather than competitive mindset. The presentation then guides attendees through a SOAR exercise to identify their organization's strengths, opportunities, aspirations, and results and how to build on them.
7 habits of highly effective people by stephen r. coveyAnuj Kumar
This document outlines Stephen Covey's book "The Seven Habits of Highly Effective People" which describes seven habits that can make people more effective. The seven habits are: 1) be proactive, 2) begin with the end in mind, 3) put first things first, 4) think win-win, 5) seek first to understand then to be understood, 6) synergize, and 7) sharpen the saw. Following these habits helps people become more independent, interdependent, and able to effectively achieve goals and work with others.
Presentation by Josie Prioletti (facilitator) at the My Home, Your Workplace...Disability & Sexuality Forum -
Enabling people with disabilities to express and fulfill their sexual identity, needs and desires.
Forum held on Wednesday 18 April 2012.
Further information visit www.field.org.au
This document provides an overview of the concept of law. It discusses how laws reflect societal values and human rights. It also describes the different types of laws, including criminal vs. civil laws, and the levels of required proof in each. Additionally, it examines the balance between rights and responsibilities and how the US Constitution works to limit government powers through the principles of separation of powers and judicial review.
A5 d5 ontario's human rights system and legal supportocasiconference
This document provides an overview of Ontario's human rights system and the services provided by the Human Rights Legal Support Centre. It discusses the key aspects of the Ontario Human Rights Code, including prohibited grounds of discrimination and the duty to accommodate. It also describes the types of services the Centre provides, such as legal assistance at every stage of the human rights process, representation in hundreds of cases annually, and securing both individual and systemic remedies. Referral sources are advised on how to screen cases and connect clients to the Centre's resources.
This document discusses the legal and ethical context of psychiatric nursing care. It covers ethics, ethical decision making, patient rights, voluntary versus involuntary admission, commitment criteria and processes, the characteristics of dangerous mentally ill patients, and mental health policy and advocacy. Psychiatric nurses must be aware of their own values and make ethical decisions considering all options and principles while respecting patient rights and responsibilities.
This document discusses the legal and ethical context of psychiatric nursing care. It covers ethics, ethical decision making, patient rights, voluntary versus involuntary admission, commitment criteria and processes, the characteristics of dangerous mentally ill patients, and mental health policy and advocacy. The key topics are the importance of ethics and patient rights in psychiatric nursing, the criteria and legal processes for involuntary commitment of patients, and various mental health policies and acts related to access, coverage, and anti-discrimination.
This document discusses the legal and ethical context of psychiatric nursing care. It covers ethics, ethical decision making, patient rights, voluntary versus involuntary admission, commitment criteria and processes, the characteristics of dangerous mentally ill patients, and mental health policy and advocacy. Psychiatric nurses must be aware of their own values and make ethical decisions considering all options and principles while respecting patient rights and providing safe care.
This document outlines 8 fundamental human rights that have been recognized globally and that sex workers are entitled to:
1) The right to associate and organize. 2) The right to be protected by law. 3) The right to be free from violence. 4) The right to be free from discrimination. For each right, the document discusses how sex workers currently experience violations and calls on governments and authorities to take proactive measures to respect these rights, such as decriminalizing sex work and removing laws that oppress sex workers. The overall intent is to advocate for the human rights of sex workers worldwide.
This document provides an overview of ethics in criminal justice. It discusses why ethics is important to study, as criminal justice professionals have power and discretion that can impact people's lives. They are also public servants obligated to provide due process and equal protection. The document defines key terms like morality, ethics, discretion, and explores ethical demands and principles of public service. It provides examples of ethical dilemmas that criminal justice professionals may face and stresses the importance of identifying and resolving such issues.
Access to Justice Guidelines in the HIV 03-022 NACA (2) (1).pptxFestusAlexChinaza
The document discusses concepts related to law, human rights, and HIV/AIDS. It outlines an activity where participants will be divided into groups to discuss one of the three topics, with guidance questions provided. Each group will then present to the full participants. The facilitator will conclude with a presentation wrapping up key points. It also provides more detail on the topics of law, human rights, and the Nigerian framework for protecting human rights.
The document discusses several key aspects of the Australian legal system. It begins by examining definitions of law and jurisprudence, and whether law is subjective. It then outlines some purposes of having laws and a legal system, including achieving order and resolving disputes. The document discusses concepts of justice, natural justice, and the rule of law. It also examines sources of law like legislation, case law, and treaties. Finally, it provides overviews of international law, how treaties are established, and how to read legislation and case law.
The document discusses legal issues related to recruitment and selection including:
1) The importance of careful selection to avoid negligent hiring claims and discrimination lawsuits.
2) Laws like the Equality Act 2010 that prohibit discrimination based on characteristics like age, disability, gender, race, religion, sexual orientation, and marriage.
3) Requirements for employers to protect applicant privacy while screening for qualifications and ensuring non-discriminatory hiring practices.
Recorded on December 19, 2012 - This webinar, presented in partnership by the Human Rights Legal Support Centre and Hamilton Community Legal Clinic, provides an overview of the Human Rights Code, highlighting the grounds and social areas which the Code applies to, exceptions to the Code, and remedies available under the Code. It acquaints listeners with the Human Rights System in Ontario and describes the Human Rights Tribunal of Ontario's process.
Watch this webinar at:
http://yourlegalrights.on.ca/webinar/discrimination-against-law-primer-human-rights-law-ontario
1) The document discusses human rights at international, regional, and domestic levels in Canada. It outlines key human rights like life, fair trial, health, education, and property that are guaranteed by declarations and laws.
2) The document then focuses on human rights in Ontario, specifically mentioning the Ontario Human Rights Code which prohibits discrimination on various grounds including sexual orientation. It provides that service providers must ensure non-discriminatory environments.
3) Discrimination in service provision violates human rights law. Organizations are responsible for preventing and addressing discrimination and harassment to ensure inclusive environments. Failure to do so can result in liability.
Organ donation ethics and law Y5 UCL Medical School 2013Laura-Jane Smith
Lecture delivered in first week of Year 5 UCL Medical School. Lots of discussion and debate, particularly about the arguments for and against an opt-out system. Engaged students make teaching really fun.
Where did the legislation originate?
◦ The Equality Act came into force on 1 October 2010.
◦ It brings together over 116 separate pieces of legislation into one single act.
◦ It provides Britain with a discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society.
https://outlearn.training/
This document discusses the implications of the Victorian Charter of Human Rights and Responsibilities for organizations that provide services related to human rights and well-being. It outlines key aspects of the Charter, including which public authorities it applies to and which specific human rights it protects. It also discusses how the Charter can be used to challenge discriminatory practices, create a human rights-based approach to serving clients, and address human rights issues in two case studies involving access to drug treatment and housing.
Equality SW UK - Brenda Weston Presentation 2013 Note- equality SW is now closed: this file is made available as a legacy resource only, it will not be updated.
Charlottesville commission on human rights, diversity2garretdurrette
The document discusses the origins and rationale for proposing a Commission on Human Rights, Diversity, and Race Relations in Charlottesville, Virginia. It outlines how the idea for the Commission developed from previous community initiatives on race and through research on other local human rights commissions. The document examines evidence of the need for such a Commission in Charlottesville through a review of the city's history of racial issues, reports on current racial inequities, statistics on discrimination complaints, and input from local community organizations. It concludes there is justification to establish the Commission to help address discrimination and be more accessible for residents to file complaints.
Similar to Applying the code to tribunal cases (2011 06) (20)
Charlottesville commission on human rights, diversity2
Applying the code to tribunal cases (2011 06)
1. How to Apply the Code
in Tribunal Decisions
Anya Kater & Tony Griffin
Ontario Human Rights
Commission
2. SOAR
June 1, 2011
June 1, 2011
Presentation
Overview
• The Ontario Human Rights Code
• The Ontario Human Rights
Commission
• Forms of discrimination
• Organizational responsibility
• Recognizing human rights in
tribunal cases
• Additional…
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Overall principle:
human dignity and respect
• Preamble to the Ontario Human
Rights Code speaks of human rights
as founded on the idea that every
human being has an innate dignity
that endows them with rights that
should be respected.
Ontario Human
Rights Code
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Ontario Human
Rights Code
• Creating a climate of understanding
and mutual respect for the dignity and
worth of each person
• Aims to ensure each person feels
a part of the community and able
to contribute fully
• Provides for equal rights and
opportunities without discrimination.
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Ontario Human
Rights Code
• Code has quasi-constitutional status
• Section 47(2) of the Code:
The Code has primacy over all other
legislation in Ontario, unless the
other legislation specifically states
that it applies notwithstanding the
Code.
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Ontario Human
Rights Code
Legal protections from discrimination
• Enshrined in Ontario Human Rights
Code, Charter of Rights and Freedoms,
International Human Rights Conventions
• Specific human rights protections
afforded to multiple grounds in five
social areas
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Social areas
Code prohibits discrimination and
harassment in five social areas:
• Employment
• Services, goods & facilities
• Housing (“occupancy of
accommodation”)
• Contracts
• Membership in vocational and
professional associations
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Employment
• All types of workers (including
volunteers)
• All aspects of employment
• Recruitment
• Hiring
• Policies, practices, qualifications
• Facilities
• Training & Promotion
• Benefits
• Workplace environment
• Discipline & termination
• Extended workplace
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Services
• All service users protected
• Provision of services by all types
of staff
• Defined very broadly includes:
– Education
– Policing, justice system
– Health care
– Private businesses, not for profit organizations
– Government services
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Housing
• Rental housing (inc. social
housing & co-op housing),
also hotels, motels, houses,
condominiums…
• Applies to people involved in
provision of rental housing as
well as tenants.
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Race
Ancestry
Place of origin
Colour
Ethnic origin
Citizenship
Creed (religion)
Sex (pregnancy,
breastfeeding)
Sexual orientation
Gender Identity
Gender Expression
Age
Record of offences
(in employment)
Marital status (all statuses,
same-sex & opposite-sex)
Family status
Disability (including perceived
& mental health disabilities)
Receipt of public assistance
(in housing)
Code grounds
Code prohibits discrimination and
harassment based on certain grounds:
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Must contain 3 key elements:
Identified ground
+
Social area
+
Differential impact (creates a disadvantage)
=
Human rights allegation
(Allegation of discrimination)
Allegation of
discrimination
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Role of the OHRC
Section 29
The broad overall and over-arching
functions of the Commission are
expressed in section 29 of the Code:
• To promote and advance respect for
human rights
• To protect human rights
• To protect the public interest and identify
and promote the elimination of
discriminatory practices
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Role of the OHRC
Section 29 of the Code empowers
the Commission to undertake:
• Public education
• Research & analysis
• Policy development
• Review of statutes, legislation, policies, programs
• Role in “tension & conflict”
• Public interest inquiries
• Commission initiated applications & legal interventions
• Monitoring & reporting
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Forms of
Discrimination
Direct
Indirect
Constructive
Systemic
Lack of
accommodation
By Association
Reprisal
Announced intent
Harassment
Poisoned
Environment
Perception
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Code Principles
• Impact vs. intent
• Recognizes substantive equality
• Remedial vs. punitive
• Rights are interpreted broadly,
defences narrowly
• Burden of proof
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Organizations are:
• Obliged to provide an environment
free from discrimination and
harassment
• Liable for discriminatory acts of
employees or agents undertaken
in the normal course of business
• Organizations can be held liable if they
condone, ignore or do not respond
appropriately to acts of discrimination.
Organizational
Responsibility
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• Where does the human rights
issue arise?
• This will affect your ability
to address it, and if you can
address it, will shape the
appropriate remedy.
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Sources of
human rights issues
• The dispute between the parties to the adjudication
(perhaps most common in landlord and tenant
proceedings)
• Other Legislation – Tranchemontagne or Coroners
Act cases
• Regulations – Hendershott or Health Services
Appeal and Review Board case
• By-laws – OMB Decision in Kitchener
• Policies – Social Benefits Tribunal Decision
0707-08819
• The Tribunal’s Process
• The Hearing and the Decision
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Code grounds
• Unlike Charter grounds, which may be
enumerated or analogous, Code grounds
are a specified list
• race, ancestry, place of origin, colour, ethnic
origin, citizenship, creed, sex, sexual
orientation, age, marital status, family status
or disability
• “receipt of public assistance” with respect to
housing rights
• “record of offences” with respect to
employment rights.
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Areas in which
discrimination is prohibited
• Services, goods and facilities
• Occupancy of accommodation
• Contracts
• Employment
• Vocational Associations
• Sexual harassment and solicitation
• Reprisal
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The Effect of
Tranchemontagne
• You must have a matter properly
before you as an adjudicator
• You will continue to be limited
by the powers granted to you by
statute
• Social Benefits Tribunal Decision
0707-08819
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What is discrimination?
• Intention is irrelevant
• Constructive Discrimination
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The prima facie case
• A distinction based upon an
enumerated ground or a rule with
a disparate impact because of an
enumerated ground
• Disadvantage flowing from the
treatment
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Defences
• Section 11
• Section 17
• Section 24
• The defence of justification,
post Meiorin
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Remedies
• Tribunal’s remedial powers are limited
by legislation
• Cannot decline to exercise Code
jurisdiction
• No power to make general declaration
that a law is inconsistent with the
Code
• Decline to apply the provision that is
inconsistent with the Code
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• Human Rights at Work
• Developing Procedures to Resolve Human
Rights Complaints within your Organization
• Policy and guideline documents on discrimination
and harassment relating
to particular grounds, such as:
– Disability, race, sexual harassment, gender
identity, sexual orientation, creed, and
pregnancy and breastfeeding.
• All Commission publications are available
on our website: www.ohrc.on.ca
OHRC Resources
Editor's Notes
Ontario Human Rights Code is the Ontario law prohibiting discrimination and harassment This therefore includes you: as employees in a workplace, and as service providers. I want to start off with the principles of the Code, as set out in the preamble. This is the guiding vision of the Code.. . It’s a vision of what Ontario should be like, and what services and workplaces should be like. It’s a vision of inclusion. Also, a vision of the ideal. It’s something to focus on and move towards, but really we are talking as much about a process as a result . The Code is a piece of legislation that binds all companies and organizations that fall under Ontario law, including both public and private sectors. Supercedes = PRIMACY – importance of human rights – quasi-constitutional, and. Like Charter , are based in international law and covenants
The Protection of the Code extends to five social areas. Complaints can be made against companies or organizations that fall under Ontario law. So, the Code applies to you in your work both as employers or employees , and as service providers – it also applies to you in your relations with other organizations – whether receiving or providing other services, In contractual relationships, in housing as landlords or tenants, and vocational associations, such as unions and professional associations E.g. if your neighbour were to call you names based on a Code ground, and both of your owned your own houses, no one could file an application, because it is out of a social area.
Workers: FT, PT, volunteer, contract, probationary, service people that come on site All aspects of employment: Practices, facilities, relations: Hiring: advertisements, application forms, interview process Extended workplace - Can anyone give me some examples of what may constitute the Extended workplace? – off-site events such as business trips, cafeteria, change room, office party, etc., conferences, when providing services off site
-Read bullet points. Could include advertising as well, provision of material on websites, etc. Services includes Tribunal services….identify: e.g. advice, intake, mediation, hearings. However, the case law debates whether a decision can be identified as a service and is subject to judicial immunity (cite cases). Refer to Tony’s presentation.
Covers the right to equal treatment when buying, selling, renting or being evicted from an apartment, house, condominium or commercial property. It also covers renting or being evicted from a hotel room. The Code applies to terms and conditions in contracts and leases such as the amount of rent, security deposits, the requirement of guarantors, occupants’ rules and regulations, lease termination and eviction. This right to housing without discrimination also includes suitable access to doors, laundry rooms, swimming pools, other common areas, repairs and other aspects of housing. A person’s social and economic status is highly relevant to their housing situation. More often than not, it will dictate the type of housing available and whether they will get the housing they are seeking. High market rents, insufficient social housing supply, low minimum wage and social assistance rates, and income-related rental requirements all make it very hard for a person who has low social and economic status to find and keep adequate housing. Tenants with low social and economic status are also more vulnerable to different treatment by housing providers. Groups who are identified by Code grounds are more likely to experience low social and economic status. Poverty is linked closely with inequality, particularly for women, Aboriginal people, racialized groups and people with disabilities. Therefore, policies and practices that disadvantage people who have low incomes are likely to also disproportionately disadvantage members of Code -identified groups.
disability more complaints received on this ground than any other. Age is 18 and older, (No upper limit as of December 10, 2006. Housing, 16-17 if withdrawn from parental control) Sex: gender identity (gender nonconformity, transsexual and transgendered people) explicit protection in the Code regarding sexual harassment, solicitation or advance made by a person in a position to confer, grant, or deny a benefit or advancement, and reprisal for refusing the sexual solicitation. sex o includes all orientations, but most from lesbians and gay men, or people mistreeaded b/c perceived as G/L Marital Status includes all – single, divorced, widowed, common-law, same/opposite-sex Family Status is defined in the Code as being in a parent-child relationship: eldercare and childcare. Parent-like Race -based complaints commonly involve another ground, particularly one or more of the six listed below it in this slide Creed: religion, faith, spiritual belief, or lack thereof. (E.g. in news these days anti-semitism, Islamophobia), freedom from pressure to conform to someone else belief. Record of offences and receipt of public assistance are only protected in certain social areas. A complaint may involve multiple grounds which sometimes intersect in particular ways (for example, discrimination or harassment based on stereotypes of Black young men, or of aboriginal single mothers). We call this “intersectionality” Do you have any questions about the grounds?
Discrimination may be described as a distinction, whether intentional or not but based on grounds relating to personal characteristics of the individual or group, which has the effect of imposing burdens, obligations, or disadvantages on such individual or group not imposed upon others, or which withholds or limits access to opportunities, benefits, and advantages available to other members of society. SCC, Andrews v. Law Society of British Columbia , 1989 “ showing a prima facie case of discrimination involves demonstrating a distinction based on a prohibited ground that creates a disadvantage by perpetuating prejudice or stereotyping.” Court of Appeal, Ontario (Disability Support Program) v. Tranchemontagne , 2010 Definition of discrimination and the test for discrimination are continuously evolving
Provincial Jurisdiction. Central role is to [read bullet] We do this through a number of means…. Public Education : opinion editorials, poster campaigns , website , partnerships (HRPAO, Government Ministries, Can. Race Rel. Fndtn, etc), and events such as this one. Policies - approved statements which set out the Commission’s interpretation of specific sections of the Code - direct the Commission’s work, reference documents for the public Also inquire into matters of concern (racial profiling inquiry), review and provide advice/make recommendations with respect to legislation, programs, policies practices that aren’t consistent with the Code.
Indirect: landlord telling management company he doesn’t want tenants with young kids. Third-party preference is not an excuse – such as a car-parts company who only wants male sales reps, because they think clients prefer men. Constructive: may be subtle, may/may not be intentional. Rule. P. or P may look neutral on its face but excludes or adversely affects individuals identified by Code grounds. C an be discriminatory by nature, or through unequal application (word-of-mouth hiring, income-rent ratios housing, Canadian experience requirements, height requirements for police) Systemic: when discrimination is embedded in policies, processes, decision-making practices and culture of an organization (e.g. Police Charter example) Association (give example) Reprisal –punished for claiming rights under Code – whether internal complaint, complaint to police or Tribunal Announced intent :E.g. job ad (eg. want people under 35) Harassment: “… course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome” Poisoned environment: occurs when individuals are subjected to negative comment or conduct directed at a person or Code-identified group that subjects people to terms and conditions of employment, tenancy, services that are quite different from those experienced by individuals who are not subjected to the comments or conduct. A single incident can be enough to cause a poisoned environment. - in other words, conditions that negatively affect both the person’s experience of the environment, and the likelihood that they can expect fair treatment in the future. “terms and conditions” includes emotional and psychological circumstances of the workplace or educational environment Perception : e.g someone makes negative comment about Muslims and kicks a (Sikh) person out of their store,
Intent is not necessary to ‘prove’ discrimination. Rather, the focus is on the impact on the complainant and whether or not unequal treatment has resulted. Intent is relevant where a respondent has indicated that there was intent to discriminate. 2. With “formal equality”, everyone is treated the same. However, human rights law recognizes that sometimes people needed to be treated differently, according to their unique circumstances, to achieve equal opportunity. “Substantive equality” means understanding and meeting the needs of disadvantaged persons or groups using historical, legal and social contexts. It takes into account discriminatory barriers in their many forms, not all of which are obvious or intended. Human rights law and the human rights system is not designed to “punish” individuals or organizations. Meant to put people back in the place they were before the discrimination occurred. OHRC’s emphasis on public interest remedies… The rights recognized in the Code should be interpreted broadly, while legislated exceptions to the exercise of these rights should be interpreted narrowly. Dickason v. University of Alberta (1992), 141 N.R. 1 (S.C.C.). Broad, liberal and purposive interpretation The burden of proving a prima facie case of discrimination rests with the complainant. After that, the burden shifts to the respondent to provide a defence under the Code . (R’s not required to prove program is not discriminatory) This was reaffirmed in Court of Appeal – Tranchemontagne (para 108)
These responsibilities apply to all organizations under Ontario law. Organizations have the ultimate responsibility for creating an environment that complies with the Code. Organizations may be held liable... This includes direct and constructive discrimination, as well as situations where the employer/service provider/housing provider condones/does not address behaviour of which they are aware, that is contrary to the Code. It means that individuals can be held individually liable for discriminatory conduct. It’s important to have complaints policies in place, and an internal process for handling complaints so organizations do not wait for an “official application” to the Tribunal