GreatNorthCollective/greatnorth-canada-federal-laws-text huggingface dataset:
Department of Employment and Social Development Act — H-5.7 650
650 Section 58.3 of the Act is replaced by the following: Hearing de novo — General Division 58.3 An appeal to the Appeal Division of a decision made by the General Division is to be heard and determined as a new proceeding.
Department of Employment and Social Development Act — H-5.7 58.3
Hearing de novo — General Division 58.3 An appeal to the Appeal Division of a decision made by the General Division is to be heard and determined as a new proceeding.
Department of Employment and Social Development Act — H-5.7 651
651 (2) Subsection 59(1) of the Act is replaced by the following: Decision 59 (1) The Appeal Division may dismiss the appeal, give the decision that the General Division should have given or confirm, rescind or vary the decision of the General Division in whole or in part.
Department of Employment and Social Development Act — H-5.7 59
Decision 59 (1) The Appeal Division may dismiss the appeal, give the decision that the General Division should have given or confirm, rescind or vary the decision of the General Division in whole or in part.
Department of Employment and Social Development Act — H-5.7 655
655 (3) Paragraph 69(f) of the Act is replaced by the following: (f) anything that is to be prescribed by subsection 52(1), section 54.1, subsection 54.2(1), section 55 and subsection 57(1).
Department of Employment and Social Development Act — H-5.7 669
Appeal of Employment Insurance Section decision 669 Any decision made by the Employment Insurance Section before the day on which section 635 comes into force may be appealed to the Appeal Division and sections 55, 57, 58 and 59 of the Department of Employment and Social Development Act , as those sections read on the day on which section 634 comes into force, apply in respect of the appeal.
Department of Employment and Social Development Act — H-5.7 670
Ongoing appeal of Employment Insurance Section decision 670 An appeal of a decision made by the Employment Insurance Section that is ongoing before the Appeal Division immediately before the day on which section 635 comes into force is to be dealt with in accordance with sections 57, 58 and 59 of the Department of Employment and Social Development Act , as those sections read on the day on which section 634 comes into force.
Department of Employment and Social Development Act — H-5.7 672
Ongoing appeal before Employment Insurance Section 672 An appeal that is ongoing before the Employment Insurance Section immediately before the day on which section 635 comes into force is deemed to be an appeal before the Board of Appeal under subsection 43.11(1) of the Department of Employment and Social Development Act on that day.
Department of Employment and Social Development Act — H-5.7 674
Transfer of documents and information 674 The Tribunal must transfer to the Board of Appeal any documents and information that relate to appeals referred to in section 672 .
Department of Employment and Social Development Act — H-5.7 677
Employment Insurance Act 677 Subsections 114(1) and (2) of the Employment Insurance Act , as those subsections read on the day on which section 634 comes into force, continue to apply in relation to a claim for benefits that is allowed by the General Division before the day on which section 635 comes into force.
Department of Employment and Social Development Act — H-5.7 678
678 Ongoing application or question (2) An application or a question that was referred to the General Division under subsection 13(6) of the Labour Adjustment Benefits Act and that is ongoing immediately before the day on which section 635 comes into force is deemed to be an application or a question referred to the Board of Appeal on that day.
Department of Human Resources Development Act — H-5.8
Her Majesty, by and with the advice and consent of the Senate and House of Commons of Canada, enacts as follows:
Department of Human Resources Development Act — H-5.8 43 to 46
43 to 46 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 47 and 48
47 and 48 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 51 to 53
51 to 53 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 54 to 59
54 to 59 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 65 to 68
65 to 68 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 69 and 70
69 and 70 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 71 to 75
71 to 75 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 77 to 80
77 to 80 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 81 to 83
81 to 83 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 85 and 86
85 and 86 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 89 to 94
89 to 94 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 101 and 102
101 and 102 [Repealed,  2005, c. 34, s. 84]
Department of Human Resources Development Act — H-5.8 103 to 106
103 to 106 [Repealed,  2005, c. 34, s. 84]
Holidays Act — H-5 1
Short title 1 This Act may be cited as the Holidays Act . R.S., c. H-7, s. 1
Holidays Act — H-5 2
Canada Day 2 (1) July 1, not being a Sunday, is a legal holiday and shall be kept and observed as such throughout Canada under the name of " Canada Day ". When July 1 is a Sunday (2) When July 1 is a Sunday, July 2 is a legal holiday and shall be kept and observed as such throughout Canada under the name of " Canada Day ". R.S., c. H-7, s. 2; 1980-81-82-83, c. 124, s. 1
Holidays Act — H-5 3
Remembrance Day 3 November 11, being the day in the year 1918 on which the Great War was triumphantly concluded by an armistice, is a legal holiday and shall be kept and observed as such throughout Canada under the name of “ Remembrance Day ”. R.S., 1985, c. H-5, s. 3; 2018, c. 3, s. 1
Holidays Act — H-5 4
Victoria Day 4 The first Monday immediately preceding May 25 is a legal holiday and shall be kept and observed as such throughout Canada under the name of " Victoria Day ". R.S., c. H-7, s. 4
Canadian Human Rights Act — H-6 1
Short title 1 This Act may be cited as the Canadian Human Rights Act . 1976-77, c. 33, s. 1
Canadian Human Rights Act — H-6 2
Purpose 2 The purpose of this Act is to extend the laws in Canada to give effect, within the purview of matters coming within the legislative authority of Parliament, to the principle that all individuals should have an opportunity equal with other individuals to make for themselves the lives that they are able and wish to have and to have their needs accommodated, consistent with their duties and obligations as members of society, without being hindered in or prevented from doing so by discriminatory practices based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered. R.S., 1985, c. H-6, s. 2; 1996, c. 14, s. 1; 1998, c. 9, s. 9; 2012, c. 1, s. 137(E); 2017, c. 3, ss. 9, 11, c. 13, s. 1
Canadian Human Rights Act — H-6 3
Prohibited grounds of discrimination 3 (1) For all purposes of this Act, the prohibited grounds of discrimination are race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered. Idem (2) Where the ground of discrimination is pregnancy or child-birth, the discrimination shall be deemed to be on the ground of sex. Idem (3) Where the ground of discrimination is refusal of a request to undergo a genetic test or to disclose, or authorize the disclosure of, the results of a genetic test, the discrimination shall be deemed to be on the ground of genetic characteristics. R.S., 1985, c. H-6, s. 3; 1996, c. 14, s. 2; 2012, c. 1, s. 138(E); 2017, c. 3, ss. 10, 11, c. 13, s. 2
Canadian Human Rights Act — H-6 3.1
Multiple grounds of discrimination 3.1 For greater certainty, a discriminatory practice includes a practice based on one or more prohibited grounds of discrimination or on the effect of a combination of prohibited grounds. 1998, c. 9, s. 11
Canadian Human Rights Act — H-6 4
Orders regarding discriminatory practices 4 A discriminatory practice, as described in sections 5 to 14.1, may be the subject of a complaint under Part III and anyone found to be engaging or to have engaged in a discriminatory practice may be made subject to an order as provided in section 53. R.S., 1985, c. H-6, s. 4; 1998, c. 9, s. 11; 2013, c. 37, s. 1
Canadian Human Rights Act — H-6 5
Denial of good, service, facility or accommodation 5 It is a discriminatory practice in the provision of goods, services, facilities or accommodation customarily available to the general public (a) to deny, or to deny access to, any such good, service, facility or accommodation to any individual, or (b) to differentiate adversely in relation to any individual, on a prohibited ground of discrimination. 1976-77, c. 33, s. 5
Canadian Human Rights Act — H-6 6
Denial of commercial premises or residential accommodation 6 It is a discriminatory practice in the provision of commercial premises or residential accommodation (a) to deny occupancy of such premises or accommodation to any individual, or (b) to differentiate adversely in relation to any individual, on a prohibited ground of discrimination. 1976-77, c. 33, s. 6
Canadian Human Rights Act — H-6 7
Employment 7 It is a discriminatory practice, directly or indirectly, (a) to refuse to employ or continue to employ any individual, or (b) in the course of employment, to differentiate adversely in relation to an employee, on a prohibited ground of discrimination. 1976-77, c. 33, s. 7; 1980-81-82-83, c. 143, s. 3(F)
Canadian Human Rights Act — H-6 8
Employment applications, advertisements 8 It is a discriminatory practice (a) to use or circulate any form of application for employment, or (b) in connection with employment or prospective employment, to publish any advertisement or to make any written or oral inquiry that expresses or implies any limitation, specification or preference based on a prohibited ground of discrimination. 1976-77, c. 33, s. 8
Canadian Human Rights Act — H-6 9
Employee organizations 9 (1) It is a discriminatory practice for an employee organization on a prohibited ground of discrimination (a) to exclude an individual from full membership in the organization; (b) to expel or suspend a member of the organization; or (c) to limit, segregate, classify or otherwise act in relation to an individual in a way that would deprive the individual of employment opportunities, or limit employment opportunities or otherwise adversely affect the status of the individual, where the individual is a member of the organization or where any of the obligations of the organization pursuant to a collective agreement relate to the individual. (2) [Repealed, 2011, c. 24, s. 165] (3) [Repealed, 1998, c. 9, s. 12] R.S., 1985, c. H-6, s. 9; 1998, c. 9, s. 12; 2011, c. 24, s. 165
Canadian Human Rights Act — H-6 10
Discriminatory policy or practice 10 It is a discriminatory practice for an employer, employee organization or employer organization (a) to establish or pursue a policy or practice, or (b) to enter into an agreement affecting recruitment, referral, hiring, promotion, training, apprenticeship, transfer or any other matter relating to employment or prospective employment, that deprives or tends to deprive an individual or class of individuals of any employment opportunities on a prohibited ground of discrimination. R.S., 1985, c. H-6, s. 10; 1998, c. 9, s. 13(E)
Canadian Human Rights Act — H-6 11
Equal wages 11 (1) It is a discriminatory practice for an employer to establish or maintain differences in wages between male and female employees employed in the same establishment who are performing work of equal value. Assessment of value of work (2) In assessing the value of work performed by employees employed in the same establishment, the criterion to be applied is the composite of the skill, effort and responsibility required in the performance of the work and the conditions under which the work is performed. Separate establishments (3) Separate establishments established or maintained by an employer solely or principally for the purpose of establishing or maintaining differences in wages between male and female employees shall be deemed for the purposes of this section to be the same establishment. Different wages based on prescribed reasonable factors (4) Notwithstanding subsection (1), it is not a discriminatory practice to pay to male and female employees different wages if the difference is based on a factor prescribed by guidelines, issued by the Canadian Human Rights Commission pursuant to subsection 27(2), to be a reasonable factor that justifies the difference. Idem (5) For greater certainty, sex does not constitute a reasonable factor justifying a difference in wages. No reduction of wages (6) An employer shall not reduce wages in order to eliminate a discriminatory practice described in this section. Definition of wages (7) For the purposes of this section, wages means any form of remuneration payable for work performed by an individual and includes (a) salaries, commissions, vacation pay, dismissal wages and bonuses; (b) reasonable value for board, rent, housing and lodging; (c) payments in kind; (d) employer contributions to pension funds or plans, long-term disability plans and all forms of health insurance plans; and (e) any other advantage received directly or indirectly from the individual’s employer. 1976-77, c. 33, s. 11
Canadian Human Rights Act — H-6 12
Publication of discriminatory notices, etc. 12 It is a discriminatory practice to publish or display before the public or to cause to be published or displayed before the public any notice, sign, symbol, emblem or other representation that (a) expresses or implies discrimination or an intention to discriminate, or (b) incites or is calculated to incite others to discriminate if the discrimination expressed or implied, intended to be expressed or implied or incited or calculated to be incited would otherwise, if engaged in, be a discriminatory practice described in any of sections 5 to 11 or in section 14. 1976-77, c. 33, s. 12; 1980-81-82-83, c. 143, s. 6
Canadian Human Rights Act — H-6 14
Harassment 14 (1) It is a discriminatory practice, (a) in the provision of goods, services, facilities or accommodation customarily available to the general public, (b) in the provision of commercial premises or residential accommodation, or (c) in matters related to employment, to harass an individual on a prohibited ground of discrimination. Sexual harassment (2) Without limiting the generality of subsection (1), sexual harassment shall, for the purposes of that subsection, be deemed to be harassment on a prohibited ground of discrimination. 1980-81-82-83, c. 143, s. 7
Canadian Human Rights Act — H-6 14.1
Retaliation 14.1 It is a discriminatory practice for a person against whom a complaint has been filed under Part III, or any person acting on their behalf, to retaliate or threaten retaliation against the individual who filed the complaint or the alleged victim. 1998, c. 9, s. 14
Canadian Human Rights Act — H-6 15
 principle of universality of service under which members of the Canadian Forces must at all times and under any circumstances perform any functions that they may be required to perform. R.S., 1985, c. H-6, s. 15; R.S., 1985, c. 32 (2nd Supp.), s. 41; 1998, c. 9, ss. 10, 15; 2011, c. 24, s. 166; 2012, c. 16, s. 83
Canadian Human Rights Act — H-6 16
Special programs 16 (1) It is not a discriminatory practice for a person to adopt or carry out a special program, plan or arrangement designed to prevent disadvantages that are likely to be suffered by, or to eliminate or reduce disadvantages that are suffered by, any group of individuals when those disadvantages would be based on or related to the prohibited grounds of discrimination, by improving opportunities respecting goods, services, facilities, accommodation or employment in relation to that group. Advice and assistance (2) The Canadian Human Rights Commission, may (a) make general recommendations concerning desirable objectives for special programs, plans or arrangements referred to in subsection (1); and (b) on application, give such advice and assistance with respect to the adoption or carrying out of a special program, plan or arrangement referred to in subsection (1) as will serve to aid in the achievement of the objectives the program, plan or arrangement was designed to achieve. Collection of information relating to prohibited grounds (3) It is not a discriminatory practice to collect information relating to a prohibited ground of discrimination if the information is intended to be used in adopting or carrying out a special program, plan or arrangement under subsection (1). R.S., 1985, c. H-6, s. 16; 1998, c. 9, s. 16
Canadian Human Rights Act — H-6 17
Plans to meet the needs of disabled persons 17 (1) A person who proposes to implement a plan for adapting any services, facilities, premises, equipment or operations to meet the needs of persons arising from a disability may apply to the Canadian Human Rights Commission for approval of the plan. Approval of plan (2) The Commission may, by written notice to a person making an application pursuant to subsection (1), approve the plan if the Commission is satisfied that the plan is appropriate for meeting the needs of persons arising from a disability. Effect of approval of accommodation plan (3) Where any services, facilities, premises, equipment or operations are adapted in accordance with a plan approved under subsection (2), matters for which the plan provides do not constitute any basis for a complaint under Part III regarding discrimination based on any disability in respect of which the plan was approved. Notice when application not granted (4) When the Commission decides not to grant an application made pursuant to subsection (1), it shall send a written notice of its decision to the applicant setting out the reasons for its decision. 1980-81-82-83, c. 143, s. 9
Canadian Human Rights Act — H-6 18
Rescinding approval of plan 18 (1) If the Canadian Human Rights Commission is satisfied that, by reason of any change in circumstances, a plan approved under subsection 17(2) has ceased to be appropriate for meeting the needs of persons arising from a disability, the Commission may, by written notice to the person who proposes to carry out or maintains the adaptation contemplated by the plan or any part thereof, rescind its approval of the plan to the extent required by the change in circumstances. Effect where approval rescinded (2) To the extent to which approval of a plan is rescinded under subsection (1), subsection 17(3) does not apply to the plan if the discriminatory practice to which the complaint relates is subsequent to the rescission of the approval. Statement of reasons for rescinding approval (3) Where the Commission rescinds approval of a plan pursuant to subsection (1), it shall include in the notice referred to therein a statement of its reasons therefor. 1980-81-82-83, c. 143, s. 9
Canadian Human Rights Act — H-6 19
Opportunity to make representations 19 (1) Before making its decision on an application or rescinding approval of a plan pursuant to section 17 or 18, the Canadian Human Rights Commission shall afford each person directly concerned with the matter an opportunity to make representations with respect thereto. Restriction on deeming plan inappropriate (2) For the purposes of sections 17 and 18, a plan shall not, by reason only that it does not conform to any standards prescribed pursuant to section 24, be deemed to be inappropriate for meeting the needs of persons arising from disability. 1980-81-82-83, c. 143, s. 9
Canadian Human Rights Act — H-6 20
Certain provisions not discriminatory 20 A provision of a pension or insurance fund or plan that preserves rights acquired before March 1, 1978 or that preserves pension or other benefits accrued before that day does not constitute the basis for a complaint under Part III that an employer, employee organization or employer organization is engaging or has engaged in a discriminatory practice. R.S., 1985, c. H-6, s. 20; 1998, c. 9, s. 17
Canadian Human Rights Act — H-6 21
Funds and plans 21 The establishment of separate pension funds or plans for different groups of employees does not constitute the basis for a complaint under Part III that an employer, employee organization or employer organization is engaging or has engaged in a discriminatory practice if the employees are not grouped in those funds or plans according to a prohibited ground of discrimination. R.S., 1985, c. H-6, s. 21; 1998, c. 9, s. 17
Canadian Human Rights Act — H-6 22
Regulations 22 The Governor in Council may, by regulation, prescribe the provisions of any pension or insurance fund or plan, in addition to the provisions described in sections 20 and 21, that do not constitute the basis for a complaint under Part III that an employer, employee organization or employer organization is engaging or has engaged in a discriminatory practice. R.S., 1985, c. H-6, s. 22; 1998, c. 9, s. 17
Canadian Human Rights Act — H-6 23
Regulations 23 The Governor in Council may make regulations respecting the terms and conditions to be included in or applicable to any contract, licence or grant made or granted by Her Majesty in right of Canada providing for (a) the prohibition of discriminatory practices described in sections 5 to 14.1; and (b) the resolution, by the procedure set out in Part III, of complaints of discriminatory practices contrary to such terms and conditions. R.S., 1985, c. H-6, s. 23; 1998, c. 9, s. 18
Canadian Human Rights Act — H-6 24
Accessibility standards 24 (1) The Governor in Council may, for the benefit of persons having any disability, make regulations prescribing standards of accessibility to services, facilities or premises. Effect of meeting accessibility standards (2) Where standards prescribed pursuant to subsection (1) are met in providing access to any services, facilities or premises, a matter of access thereto does not constitute any basis for a complaint under Part III regarding discrimination based on any disability in respect of which the standards are prescribed. Publication of proposed regulations (3) Subject to subsection (4), a copy of each regulation that the Governor in Council proposes to make pursuant to this section shall be published in the Canada Gazette and a reasonable opportunity shall be afforded to interested persons to make representations with respect thereto. Exception (4) Subsection (3) does not apply in respect of a proposed regulation that has been published pursuant to that subsection, whether or not it has been amended as a result of representations made pursuant to that subsection. Discriminatory practice not constituted by variance from standards (5) Nothing shall, by virtue only of its being at variance with any standards prescribed pursuant to subsection (1), be deemed to constitute a discriminatory practice. 1980-81-82-83, c. 143, s. 11