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Canadian Human Rights Act (R.S.C., 1985, c. H-6)

Act current to 2020-10-05 and last amended on 2019-07-12. Previous Versions

PART IICanadian Human Rights Commission (continued)

Officers and Staff (continued)

Marginal note:By-laws

  •  (1) The Commission may make by-laws for the conduct of its affairs and, without limiting the generality of the foregoing, may make by-laws

    • (a) respecting the calling of meetings of the Commission or any division thereof and the fixing of quorums for the purposes of those meetings;

    • (b) respecting the conduct of business at meetings of the Commission or any division thereof;

    • (c) respecting the establishment of committees of the Commission, the delegation of powers, duties and functions to those committees and the fixing of quorums for meetings thereof;

    • (d) respecting the procedure to be followed in dealing with complaints under Part III that have arisen in Yukon, the Northwest Territories or Nunavut;

    • (e) prescribing the rates of remuneration to be paid to part-time members of the Commission and any person engaged under subsection 32(2); and

    • (f) prescribing reasonable rates of travel and living expenses to be paid to members of the Commission and any person engaged under subsection 32(2).

  • Marginal note:Treasury Board approval

    (2) No by-law made under paragraph (1)(e) or (f) has effect unless it is approved by the Treasury Board.

  • R.S., 1985, c. H-6, s. 37
  • 1993, c. 28, s. 78
  • 1998, c. 9, s. 21
  • 2002, c. 7, s. 126

Marginal note:Superannuation, etc.

 The full-time members of the Commission are deemed to be persons employed in the public service for the purposes of the Public Service Superannuation Act and to be employed in the federal public administration for the purposes of the Government Employees Compensation Act and any regulations made under section 9 of the Aeronautics Act.

  • R.S., 1985, c. H-6, s. 38
  • 2003, c. 22, s. 137(E)

Accessibility Commissioner

Marginal note:Powers, duties and functions

 In addition to being a member of the Commission, the Accessibility Commissioner has the powers, duties and functions assigned to him or her by the Accessible Canada Act.

  • 2019, c. 10, s. 152

Marginal note:Absence or incapacity of Accessibility Commissioner

 In the event of the absence or incapacity of the Accessibility Commissioner, or if the office of Accessibility Commissioner is vacant, the Chief Commissioner may authorize any member of the Commission, other than himself or herself, to exercise the powers and perform the duties and functions of the Accessibility Commissioner, but no member may be so authorized for a term of more than 90 days without the Governor in Council’s approval.

  • 2019, c. 10, s. 152

PART IIIDiscriminatory Practices and General Provisions

Definition of discriminatory practice

 For the purposes of this Part, a discriminatory practice means any practice that is a discriminatory practice within the meaning of sections 5 to 14.1.

  • R.S., 1985, c. H-6, s. 39
  • 1998, c. 9, s. 22

Marginal note:Complaints

  •  (1) Subject to subsections (5) and (7), any individual or group of individuals having reasonable grounds for believing that a person is engaging or has engaged in a discriminatory practice may file with the Commission a complaint in a form acceptable to the Commission.

  • Marginal note:Consent of victim

    (2) If a complaint is made by someone other than the individual who is alleged to be the victim of the discriminatory practice to which the complaint relates, the Commission may refuse to deal with the complaint unless the alleged victim consents thereto.

  • Marginal note:Investigation commenced by Commission

    (3) Where the Commission has reasonable grounds for believing that a person is engaging or has engaged in a discriminatory practice, the Commission may initiate a complaint.

  • Marginal note:Limitation

    (3.1) No complaint may be initiated under subsection (3) as a result of information obtained by the Commission in the course of the administration of the Employment Equity Act.

  • Marginal note:Complaints may be dealt with together

    (4) If complaints are filed jointly or separately by more than one individual or group alleging that a particular person is engaging or has engaged in a discriminatory practice or a series of similar discriminatory practices and the Commission is satisfied that the complaints involve substantially the same issues of fact and law, it may deal with the complaints together under this Part and may request the Chairperson of the Tribunal to institute a single inquiry into the complaints under section 49.

  • Marginal note:No complaints to be considered in certain cases

    (5) No complaint in relation to a discriminatory practice may be dealt with by the Commission under this Part unless the act or omission that constitutes the practice

    • (a) occurred in Canada and the victim of the practice was at the time of the act or omission either lawfully present in Canada or, if temporarily absent from Canada, entitled to return to Canada;

    • (b) occurred in Canada and was a discriminatory practice within the meaning of section 5, 8, 10 or 12 in respect of which no particular individual is identifiable as the victim;

    • (c) occurred outside Canada and the victim of the practice was at the time of the act or omission a Canadian citizen or an individual lawfully admitted to Canada for permanent residence.

  • Marginal note:Determination of status

    (6) Where a question arises under subsection (5) as to the status of an individual in relation to a complaint, the Commission shall refer the question of status to the appropriate Minister and shall not proceed with the complaint unless the question of status is resolved thereby in favour of the complainant.

  • Marginal note:No complaints to be dealt with in certain cases

    (7) No complaint may be dealt with by the Commission pursuant to subsection (1) that relates to the terms and conditions of a superannuation or pension fund or plan, if the relief sought would require action to be taken that would deprive any contributor to, participant in or member of, the fund or plan of any rights acquired under the fund or plan before March 1, 1978 or of any pension or other benefits accrued under the fund or plan to that date, including

    • (a) any rights and benefits based on a particular age of retirement; and

    • (b) any accrued survivor’s benefits.

  • R.S., 1985, c. H-6, s. 40
  • R.S., 1985, c. 31 (1st Supp.), s. 62
  • 1995, c. 44, s. 47
  • 1998, c. 9, s. 23
  • 2013, c. 37, s. 3

Marginal note:Disclosure of personal information

 For the purpose of the administration of the Accessible Canada Act, an officer or employee of the Commission may disclose to the Accessibility Commissioner any personal information that is contained in a complaint filed with the Commission.

  • 2019, c. 10, s. 153

Marginal note:Definitions

  •  (1) In this section,

    designated groups

    designated groups has the meaning assigned in section 3 of the Employment Equity Act; (groupes désignés)

    employer

    employer means a person who or organization that discharges the obligations of an employer under the Employment Equity Act. (employeur)

  • Marginal note:Employment equity complaints

    (2) No complaint may be dealt with by the Commission pursuant to section 40 where

    • (a) the complaint is made against an employer alleging that the employer has engaged in a discriminatory practice set out in section 7 or paragraph 10(a); and

    • (b) the complaint is based solely on statistical information that purports to show that members of one or more designated groups are underrepresented in the employer’s workforce.

  • 1995, c. 44, s. 48

Marginal note:Commission to deal with complaint

  •  (1) Subject to section 40, the Commission shall deal with any complaint filed with it unless in respect of that complaint it appears to the Commission that

    • (a) the alleged victim of the discriminatory practice to which the complaint relates ought to exhaust grievance or review procedures otherwise reasonably available;

    • (b) the complaint is one that could more appropriately be dealt with, initially or completely, according to a procedure provided for under an Act of Parliament other than this Act;

    • (c) the complaint is beyond the jurisdiction of the Commission;

    • (d) the complaint is trivial, frivolous, vexatious or made in bad faith; or

    • (e) the complaint is based on acts or omissions the last of which occurred more than one year, or such longer period of time as the Commission considers appropriate in the circumstances, before receipt of the complaint.

  • Marginal note:Commission may decline to deal with complaint

    (2) The Commission may decline to deal with a complaint referred to in paragraph 10(a) in respect of an employer where it is of the opinion that the matter has been adequately dealt with in the employer’s employment equity plan prepared pursuant to section 10 of the Employment Equity Act.

  • Meaning of employer

    (3) In this section, employer means a person who or organization that discharges the obligations of an employer under the Employment Equity Act.

  • R.S., 1985, c. H-6, s. 41
  • 1994, c. 26, s. 34(F)
  • 1995, c. 44, s. 49
 
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