Difference between revisions of "BC Human Rights Code (6:III)"

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The ''HRC'' applies to matters within the provincial constitutional heads of power, and covers both public and private bodies and individuals.  For example, the ''HRC'' applies to provincially regulated employers, unions, professional associations, most commercial businesses, Crown  corporations, landlord-tenant relations, as well as the provincial government itself.  
The ''HRC'' applies to matters within the provincial constitutional heads of power, and covers both public and private bodies and individuals.  For example, the ''HRC'' applies to provincially regulated employers, unions, professional associations, most commercial businesses, Crown  corporations, landlord-tenant relations, as well as the provincial government itself.  


:'''NOTE:''' The Tribunal’s decisions are available online at http://www.bchrt.bc.ca/decisions. They are indexed by year dating back to 1997 and searchable based on a variety of criteria.   
:'''NOTE:''' The Tribunal’s decisions are available online at http://www.bchrt.bc.ca/decisions. They are indexed by year dating back to 1997 and searchable based on a variety of criteria.  They are also available on CanLII BC ([http://www.canlii.org/en/bc www.canlii.org/en/bc]/).
 
== A. Framework of a Discrimination Complaint ==
The following outlines the six-part test that governs human rights complaints.
=== 1. Complainant ===
 
As outlined in ''Moore v British Columbia (Education)'', 2012 SCC 61 at para 33, the complainant must prove the following three elements on a balance of probabilities to establish their case:
 
1. That they have a characteristic that is protected under the HRC;
2. That they experienced an adverse impact with respect to an area protected by the HRC; and
3. That their protected characteristic was a factor in the adverse impact they experienced.
 
If any one of the three elements are missing, there is no discrimination. If the complainant proves the three elements, then the burden shifts to the respondent to justify its conduct. If the respondent proves its conduct was justified, then there is no discrimination. If the respondent’s conduct is not justified, discrimination will be found to occur.
=== 2. Respondent ===
 
In ''British Columbia (Public Service Employee Relations Commission) v British Columbia Government and Service Employees' Union'', [1999] 3 SCR 3 at para 54 [Meiorin], the Supreme Court of Canada set out the three-stage analysis for determining whether a standard is a bona fide occupational requirement (BFOR):
 
1. The employer adopted the standard for a purpose rationally connected to the performance of the job;
2. The employer adopted the particular standard with an honest and good faith belief that it was necessary to the fulfilment of that legitimate work-related purpose; and
3. The standard is reasonably necessary to fulfil its purpose. The employer must show that it could not accommodate individual employees with the protected characteristic without experiencing undue hardship.
 
In ''British Columbia (Superintendent of Motor Vehicles) v British Columbia (Council of Human Rights)'', [1999] 2 SCR 868 [Grismer] at para. 20, the Supreme Court of Canada considered the application of the ''Meiorin'' test to a public services complaint and set out the three-stage analysis for determining whether the respondent had a ''bona fide'' and reasonable justification for its conduct:
 
1. The respondent’s behaviour was for a purpose or goal that is rationally connected to the function being performed;
2. The respondent behaved in good faith; and
3. The respondent’s behaviour was reasonably necessary to accomplish the purpose or goal, in the sense that the respondent cannot accommodate the complainant without undue hardship.
 
Note that most legal disputes arise in regard to the third part of the test – that is, whether the respondent reasonably accommodated the complainant to the point of undue hardship.
 


The Chart below illustrates how the HRC’s protected grounds apply to each area of protection.  
The Chart below illustrates how the HRC’s protected grounds apply to each area of protection.  
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== A. Protections, Exceptions and Exemptions ==
== B. Protections, Exceptions and Exemptions ==


The ''HRC'' provides protection against discrimination in several different contexts, which are listed in ss. 7 – 14. However, for many of these protected areas, the HRC provides certain exceptions for which ''prima facie'' discrimination is not prohibited.
The HRC provides protection against discrimination in several different contexts, which are listed in sections 7–14. These sections will be further detailed in order below. Please refer to '''Section III.A.1-7'''. However, for many of these protected areas, the HRC provides certain exceptions for which discrimination is not prohibited.  


Additionally, s 41, commonly referred to as the group rights exemption, allows what might otherwise be deemed as prohibited discriminatory acts by charitable, philanthropic, educational and other not-for-profit organizations, if it is done while promoting the interests and welfare of a group of people that share a common identifiable characteristic, such as religion, race, or marital status. Please refer to ''Vancouver Rape Relief Society v Nixon'', 2005 BCCA 601.  
Additionally, section 41, commonly referred to as the group rights exemption, allows what might otherwise be deemed prohibited discriminatory conduct. It allows charitable, philanthropic, educational, and other not-for-profit organizations to act in a discriminatory manner, if action is taken with the aim of promoting the interests and welfare of a group of people that share a common identifiable characteristic, such as religion, race, or marital status. For more information, please see ''Vancouver Rape Relief Society v Nixon'', 2005 BCCA 601 at paras 43-59.


Furthermore, under s 42, it is not discrimination to plan, advertise, adopt or implement an employment equity program that has the objective of ameliorating the conditions of individuals or groups who are disadvantaged because of race, colour, ancestry, place of origin, physical or mental disability or sex. Such programs may obtain prior approval by the BC Human Rights Tribunal and, if pre-approved, will not be deemed to be in contravention of the ''HRC''.  
Furthermore, under section 42, it is not discriminatory to plan, advertise, adopt, or implement an employment equity program that has the objective of ameliorating the conditions of individuals or groups who are disadvantaged because of race, colour, ancestry, place of origin, physical or mental disability, sex, sexual orientation, or gender identity or expression. Such special programs may obtain prior approval by the BC Human Rights Tribunal and, if pre-approved, will not be deemed to be in contravention of the HRC. Ultimately, section 42 gives the Tribunal jurisdiction to approve special programs that are aimed at improving the situation of individuals or groups that have suffered historical disadvantage.
 
Finally, section 43, often referred to as the “retaliation” section, prohibits discrimination against a person because that person complains, has been named, gives evidence, or otherwise assists in a complaint or related proceeding under the HRC. This section was recently amended to include protection of a person who is planning to commence, but has not yet filed a human rights complaint. Please refer to ''Gichuru v Pallai'', 2018 BCCA 78 at paras 50-58, which provides the test for proving retaliation under section 43.


Finally, s. 43, often referred to as the “retaliation” section, prohibits discrimination against a person because that person complains, has been named, gives evidence, or otherwise assists in a complaint or other proceeding under the ''HRC''. This section will very soon be amended to include protection of a person who is planning to commence, but has not yet filed, a human rights complaint.


=== 1. Discriminatory Publication ===
=== 1. Discriminatory Publication ===


Section 7 deals with forms of discrimination against individuals or groups of individuals, which are published, displayed, or made public. This section prohibits hate literature and other such communications that is or is likely expose someone in a protected group to hatred or contempt. Please refer to ''Elmasry and Habib v Roger’s Publishing and MacQueen (No 4)'', 2008 BCHRT 378 at para 21-27.
Section 7 deals with forms of discrimination against individuals or groups of individuals, which are published, displayed, or made public. This section prohibits hate literature and other such communications that expose or are likely to expose someone in a protected group to hatred or contempt. Please refer to ''Oger v Whatcott'' (No 7), 2019 BCHRT 58 at paras 93-97.  


'''Exception:''' Section 7 does '''not''' apply to communications that are intended to be private and are related to activities otherwise permitted under the ''HRC''.
'''Exception:''' Section 7 does '''not''' apply to communications that are intended to be private and are related to activities otherwise permitted under the ''HRC''.
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=== 2. Discrimination in Facilities “Customarily Available to the Public” ===
=== 2. Discrimination in Facilities “Customarily Available to the Public” ===


Section 8 states that any accommodation, service, or facility customarily available to the public may not be denied to an individual for reasons based on that person’s race, colour, ancestry, place of origin, religion, marital status, physical or mental disability, gender, or sexual orientation.  
Section 8 states that any accommodation, service, or facility customarily available to the public may not be denied to an individual for reasons based on that person’s race, colour, ancestry, place of origin, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression and/or age.  


British Columbia Council of Human Rights v Berg, [1993] 2 SCR 353 at para 10 provides the definition of “customarily available to the public”. A service is customarily available to the public if the nature of the relationship is public. Courts look at the relationship between the facility and the victim and the nature of the service itself. The court found that a university is its own public and that the relationships between students and professors, who present the public “face” of the university, are public in this context. Please refer to HMTQ v McGrath, 2009 BCSC 180 at para 89-93 for a more recent case that cites the definition of what is “customarily available to the public” following Berg.  
''University of British Columbia v Berg'', [1993] 2 SCR 353 at paras 59-63 [Berg] provides the definition of “customarily available to the public”. A service is customarily available to the public if the nature of the relationship is public. Courts look at the relationship between the facility and the complainant, as well as the nature of the service itself. In ''Berg'', the court found that a university has its own public and that the relationships between students and professors, who present the public “face” of the university, are public in this context. Please refer to ''HMTQ v McGrath'', 2009 BCSC 180 at paras 89–93 for a more recent case that cites the definition for what is “customarily available to the public”.  


Additionally, courts have found that services provided to members of a group who come together as a result of a private selection process based on attributes personal to the members do not qualify as services “customarily available to the public” and are therefore not subject to s 8 of the HRC.  Please refer to Marine Drive Golf Club v Buntain et al and BC Human Rights Tribunal, 2007 BCCA 17 at para 48-56.
Additionally, courts have found that services provided to members of a group who come together as a result of a private selection process, based on their personal attributes do not qualify as services “customarily available to the public”, and are therefore not subject to section 8 of the HRC.  Please refer to ''Marine Drive Golf Club v Buntain et al and BC Human Rights Tribunal'', 2007 BCCA 17 at paras 48–56.


While there is no enumerated list of relationships that count as public, locales such as pubs, night clubs, hotels, theatres, transportation services, education facilities, insurance, medical treatment in hospitals, management services in condominiums, and participation in sporting events have all been found to entail public relationships. Licensing services and facilities may also involve public relationships; for example, discrimination prohibited by s. 8 was ultimately found when the BC Motor Vehicle Branch maintained a blanket refusal to issue drivers licenses to those with certain visual impairments regardless of actual driving ability. Please refer to BC (Superintendent of Motor Vehicles) v BC (Council of Human Rights), [1999] 3 SCR 868 (“Grismer”) which applied the three-part “Meiorin” test.  
While there is no enumerated list of relationships that count as public, locales such as pubs, night clubs, hotels, theatres, transportation services, education facilities, insurance, medical treatment in hospitals, strata council and property management services in condominiums, government services and participation in sporting events have all been found to entail public relationships. Licensing services and facilities may also involve public relationships. For example, discrimination prohibited by section 8 was ultimately found when the BC Motor Vehicle Branch maintained a blanket refusal to issue drivers licenses to those with certain visual impairments regardless of actual driving ability. Please refer to ''BC (Superintendent of Motor Vehicles) v BC (Council of Human Rights)'', [1999] 3 SCR 868 [''Grismer''], which applied the three-part “''Meiorin''” test in the context of a services complaint (see '''Subsection 6: Discrimination in Employment and the Duty to Accommodate''').


The “Meiorin” test is:
For a recent case that applied the three-part “''Meiorin''” test, see ''Moore v British Columbia (Education)'', 2012 SCC 61, a Supreme Court of Canada case about a school district that cancelled a special education program, requiring a dyslexic student to enroll in specialized private school. The Supreme Court of Canada reviewed whether the school district discriminated against the student by failing to provide necessary remediation, and ultimately restored the BC Human Rights Tribunal’s finding of discrimination.
# “Identify the general purpose of the impugned standard and determine whether it is rationally connected to the performance of the job.”
# “Demonstrate that the employer adopted the particular standard with an honest and good faith belief that it was necessary to the accomplishment of its purpose, with no intention of discriminating against the claimant.”
# “Demonstrate that the impugned standard is reasonably necessary for the employer to accomplish its purpose, which by this point has been demonstrated, to be rationally connected to the performance of the job.


For a recent case that applied the three-part “Meiorin” test, please see Moore v British Columbia (Education) 2012 SCC 61, a Supreme Court of Canada case about a School district cancelling a special education program requiring a dyslexic student to enroll in specialized private schoolThe court questioned whether the school district discriminated against the student by failing to provide necessary remediation.
Ultimately, in the context of services customarily available to the public, section 8 of the HRC states that it is discriminatory if a person, without a ''bona fide'' and reasonable justification, arbitrarily precludes someone from the benefit of such a service based on an enumerated ground of discrimination. See ''Moore v British Columbia (Education)'', 2012 SCC 61 at para 26.   


British Columbia (Public Service Employee Relations Commission) v. BCGSEU, [1999] 3 SCR 3, para 57-68.
Exceptions: There are a number of circumstances where discrimination is permitted, if it can be shown to be supported by “bona fide and reasonable justification” (BFRJ) (as per the wording of s 8(1)). For the most authoritative perspective, see the “''Grismer''” case (cited above), which applied the three-part “''Meiorin''” test to: ''British Columbia (Public Service Employee Relations Commission) v British Columbia Government Service Employees' Union'' [1999] 3 S.C.R. 3, a Supreme Court of Canada case that created a unified test to determine if a violation of human rights legislation can be justified as a bona fide occupational requirement (BFOR).  
 
Exceptions: There are a number of circumstances where discrimination is permitted, if it can be shown to be supported by “bona fide and reasonable justification” (BFRJ) (as per the wording of s 8(1)). For the most authoritative perspective, see the “Grismer” case (cited above), which applied the three-part “Meiorin” test to: British Columbia (Public Service Employee Relations Commission) v British Columbia Government Service Employees' Union [1999] 3 S.C.R. 3, a Supreme Court of Canada case that created a unified test to determine if a violation of human rights legislation can be justified as a bona fide occupational requirement (BFOR).  


Section 8(2) also contains certain built-in exceptions. Discrimination based on sex is permitted insofar as it relates to the maintenance of public decency. Discrimination based on sex, physical or mental disability, or age is permitted insofar as it relates to the determination of premiums or benefits under life or health insurance policies.
Section 8(2) also contains certain built-in exceptions. Discrimination based on sex is permitted insofar as it relates to the maintenance of public decency. Discrimination based on sex, physical or mental disability, or age is permitted insofar as it relates to the determination of premiums or benefits under life or health insurance policies.
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=== 3. Discrimination in Purchase and Rental of Property ===
=== 3. Discrimination in Purchase and Rental of Property ===


Section 9 provides that a person must not be denied the opportunity to purchase real property due their race, colour, ancestry, place of origin, religion, marital status, physical or mental disability, sexual orientation or sex.  
Section 9 provides that a person or class of persons must not be denied the opportunity to purchase real property due to their race, colour, ancestry, place of origin, religion, marital status, physical or mental disability, sex, sexual orientation and/or gender identity or expression.


Section 10 states that a person shall not be denied the right to occupy any space that is represented as being available for occupancy or be discriminated against with respect to a term or condition of the tenancy on the basis of race, colour, ancestry, place of origin, religion, marital status, family status, physical or mental disability, sex, sexual orientation, age or lawful source of income. Please refer to ''Hunter v LaViolette (No 2)'', 2007 BCHRT 415.  
Section 10 states that a person shall not be denied the right to occupy any space that is represented as being available for occupancy, or be discriminated against with respect to a term or condition of the tenancy on the basis of race, colour, ancestry, place of origin, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, and/or lawful source of income. Please refer to ''Hunter v LaViolette'' (No 2), 2007 BCHRT 415.


'''Exceptions:''' This section does not apply if the tenant is to share the use of any sleeping, bathroom, or cooking facilities with the person making the representation (e.g. as a roommate). Also, it continues to be possible for landlords to discriminate against those under the age of 19 or based on political belief when accepting new tenants or making other decisions related to rental properties.
'''Exceptions:''' This section does not apply if the tenant is sharing any sleeping, bathroom, or cooking facilities with the person making the representation (e.g. as a roommate). Furthermore, the reserving of specific residences for individuals aged 55 or older does not constitute discrimination (HRC, s 2(b)(i)).  


=== 4. Discrimination in Employment Advertisements and Interviews ===
=== 4. Discrimination in Employment Advertisements and Interviews ===


Section 11 prohibits employment advertisements that express limitations or preferences based on race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sexual orientation, sex or age. Refer to ''Anderson v Thompson Creek Mining Ltd Endako Mines'', 2007 BCHRT 99.  
Section 11 prohibits employment advertisements that express limitations or preferences based on race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sexual orientation, sex, gender identity of expression and/or age. Refer to ''Anderson v Thompson Creek Mining Ltd Endako Mines'', 2007 BCHRT 99.  


'''Exception:''' Discrimination in employment advertisements may be permitted if such limitations are based on “''bona fide'' occupational requirement(s)” as per the wording of s 11.  
'''Exception:''' Discrimination in employment advertisements may be permitted if such limitations are based on “''bona fide'' occupational requirement(s)” as per the wording of s 11.  
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=== 5. Discrimination in Wages ===
=== 5. Discrimination in Wages ===


Section 12 states that wage parity between sexes is required for similar or substantially similar jobs. Please refer to ''Kraska v Pennock'', 2011 BCSC 109. Recovery of wages is limited to wages of an employee during the twelve-month period immediately  before the earlier of the date of the employee's termination or the commencement of the action. Most of the remedies under this section are also available under s.13 which does not have a limitation on the period of time during which wages can be claimed.
Section 12 states that wage parity between sexes is required for similar or substantially similar jobs. Please refer to ''Kraska v Pennock'', 2011 BCSC 109. Most of the remedies under this section are also available under section 13, which does not have a limitation on the period of time during which wages can be claimed.


'''Limitation Dates:''' Section 12 of the HRC states:  
'''Limitation Dates:''' Section 12 of the HRC states:  
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*(b) the action applies only to wages of an employee during the 12 month period immediately before the earlier of the date of the employee's  termination or the commencement of the action.  
*(b) the action applies only to wages of an employee during the 12 month period immediately before the earlier of the date of the employee's  termination or the commencement of the action.  


This seems to imply a twelve-month limitation period. It is important to note, however, that s. 22 of the HRC sets a six-month limitation period for all human rights complaints. This section does not include an exception for complaints made under s. 12, therefore, any complaint  made under s. 12 should be filed within six months of the incident of discrimination to ensure that the limitation date is not missed. See ''Anderson v. Commonwealth Construction and others'', 2012 BCHRT 34 for an example of a s. 12 complaint which was dismissed for being filed more than six months after the complainant's termination date. It is not clear but it appears that the wording in s. 12 which sets a limitation date of twelve months therefore applies only to separate actions taken under that section, and not to human rights complaints.
This seems to be in keeping with the 1-year limitation period for all human rights complaints. Issues arose when section 12(5) conflicted with the previous general 6-month limitation period for bringing human rights complaints, but the extension has eliminated any confusion.   


'''Exception:''' A difference in the rate of pay between employees of different sexes based on a factor other than sex is allowed, provided  that the factor on which the difference is based would reasonably justify the difference.
'''Exception:''' A difference in the rate of pay between employees of different sexes based on a factor '''other''' than sex is allowed, provided  that the factor on which the difference is based would reasonably justify the difference.


=== 6. Discrimination in Employment and the Duty to Accommodate ===
=== 6. Discrimination in Employment and the Duty to Accommodate ===


Section 13 provides that no person shall refuse to employ another person or discriminate against a person with respect to employment or any term or condition of employment on the basis of race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, or age of that person or because that person has a criminal record that is unrelated to the employment. Please refer to ''Ratzlaff v Marpaul Construction Limited and Rondeau'', 2010 BCHRT 13.  
Section 13 provides that no person shall refuse to employ another person or discriminate against a person with respect to employment or any term or condition of employment on the basis of race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, and/or because that person has a criminal record that is unrelated to the employment. Please refer to ''Ratzlaff v Marpaul Construction Ltd'', 2010 BCHRT 13. This section might extend to volunteers depending on the circumstances (''Nixon v Vancouver Rape Relief Society'', 2002 BCHRT 1). When determining whether a volunteer is captured under the definition of “employee” in the HRC, the Tribunal will consider the following:


In addition, because all individuals over 19 are protected by the ground of age, individuals in both the public and private sector are able to choose the age at which they wish to retire and are protected from discrimination based on age (s 1, “age”).
#If there is a formal process to recruit volunteers;
#If there is a training process with defined tasks;
#Whether volunteers have to agree to follow the organizations policies and practises;
#If there are requirements about when or how often a volunteer must be available; and
#The role of volunteers in the organization.


'''Exemption:''' In the case of discrimination on the basis of disability, Section 13(4) permits discrimination in employment if the basis for discrimination concerns a “''bona fide'' occupational requirement” (BFOR). In ''British Columbia (Public Service Employee Relations Commission) v British Columbia Government and Service Employees' Union'', (1999) 35 CHRR d/257 at para 54 (“Meiorin”), the Supreme Court of Canada established a three-part test for BFOR. An initial investigation determines whether the standard, policy or practice  has the direct or indirect effect of excluding or negatively affecting individuals protected by the ''HRC''. The onus of establishing sufficient evidence of a prima facie case lies with the complainant. Please see McGill University Health Centre (Montreal General Hospital) v. Syndicat des employés de l’Hôpital général de Montréal, 2007 SCC 4.
For more information, see ''Ferri v Society of Saint Vincent de Paul and another'', 2017 BCHRT 123 at paras 29-33.  


In order to establish a ''prima facie'' case the complainant must introduce evidence which, on its face, satisfies the following three elements:
In addition, because all individuals over 19 are protected by the ground of age, individuals in both the public and private sector are able to choose the age at which they wish to retire and are protected from discrimination based on age (HRC, s 1).
#The complainant must establish that they are a member of a protected group.
#They must establish that they suffered adverse treatment.
#They must establish a nexus or connection between their protected status and the adverse treatment.  


It is important to note that a claimant need not establish that their membership in a protected group was the sole or primary reason for their adverse treatment. It is sufficient to establish that it was a reason for their adverse treatment.
'''Bona Fide Occupational Requirement (BFOR) Exemption''': In the case of discrimination on the basis of disability, section 13(4) permits discrimination in employment if the basis for discrimination concerns a “bona fide occupational requirement” (BFOR).  In ''British Columbia (Public Service Employee Relations Commission) v British Columbia Government and Service Employees' Union'', [1999] 3 SCR 3 at para 54 [''Meiorin''], the Supreme Court of Canada established a three-part test for establishing a BFOR. An initial investigation determines whether the standard, policy, or practice has the direct or indirect effect of excluding or negatively affecting individuals protected by the HRC; the onus of establishing sufficient evidence of the complainant’s case lies with the complainant. Please see ''McGill University Health Centre (Montreal General Hospital) v Syndicat des employés de l’Hôpital général de Montréal'', 2007 SCC 4 at paras 47-53.


Once this evidence is established, the onus of proving a BFOR defence is transferred to the respondent. The respondent must justify the standard by satisfying three elements:  
Only once evidence has been established by a claimant that there is a case of discrimination (see Section III.C.3 below), is the onus of proving a BFOR defence transferred to the respondent. The respondent must justify the standard by satisfying three elements:
#The fundamental purpose of the standard must be rationally connected to the performance of the job. 
#The standard must have been adopted in good faith and with the legitimate belief that it is necessary in order to satisfactorily and safely perform all job related tasks. 
#The standard is reasonably necessary to performing the job and it is impossible to accommodate the specific claims of the plaintiff without incurring undue hardship to the employer.


For a specific example of a BCHRT case that applies the BFOR test in a disability context, please refer to ''Kerr v Boehringer Ingelheim (Canada) (No 4)'', 2009 BCHRT 196.
#The fundamental purpose of the standard must be rationally connected to the performance of the job;
#The standard must have been adopted in good faith and with the legitimate belief that it is necessary in order to satisfactorily and safely perform all job related tasks; and
#The standard is reasonably necessary to performing the job and it is impossible to accommodate the specific claims of the plaintiff without the employer incurring undue hardship.


What may be considered as “undue hardship” varies by employer depending on the circumstances. In ''Central Okanagan School District No 23 v  Renaud'', [1992] 2 SCR 970 at para 21-23, the Supreme Court of Canada noted that it is more than a minor inconvenience, but that actual  interference must be established. Factors the court may consider financial cost; health and safety; and flexibility and size of the workplace. For a more exhaustive guide for employers and employees seeking accommodation, please see the B.C. Human Rights Clinic’s “[http://www.bchrc.net/duty_to_accommodate FAQ – Duty to Accommodate]”.  
For a specific example of a BCHRT case that applies the BFOR test in a disability context, please refer to ''Kerr v Boehringer Ingelheim (Canada) Ltd (No 4)'', 2009 BCHRT 196.


The BFOR exception was unaffected by the 2008 amendments, and continues to apply to age discrimination as it relates to mandatory retirement. Thus, if the employer can establish one or more BFORs related to age, then mandatory retirement can still be imposed on those grounds at any age.  
The BFOR exception applies to age discrimination as it relates to mandatory retirement. Thus, if the employer can establish one or more BFORs related to age, then mandatory retirement can still be imposed.


Also, distinctions based on age are not prohibited insofar as they relate to a ''bona fide'' seniority scheme. Distinctions based on marital status, physical or mental disability, sex or age will continue to be allowed under bona fide retirement, superannuation, or pension plans, and under ''bona fide'' insurance plans, including those which are self-funded by employers or provided by third parties: see s 13(3). Mandatory retirement may also not constitute a breach of the Code when it is part of a bona fide pension plan as long as it is not done in order to circumvent the rights of individuals.
'''Undue Hardship''': What may be considered “undue hardship” varies by employer depending on the circumstances. In ''Central Okanagan School District No 23 v Renaud'', [1992] 2 SCR 970 at paras 21–23, the Supreme Court of Canada noted that it is more than a minor inconvenience, and that actual interference must be established. Factors the court may consider are financial cost, health and safety, and flexibility and size of the workplace. For a more exhaustive guide for employers and employees seeking accommodation, please see the BC Human Rights Clinic’s “FAQ – Duty to Accommodate” at: [http://www.bchrc.net/duty_to_accommodate www.bchrc.net/duty_to_accommodate].
 
'''Other Exemptions''': Distinctions based on age are not prohibited insofar as they relate to a bona fide seniority scheme. Distinctions based on marital status, physical or mental disability, sex, or age will continue to be allowed under bona fide retirement, superannuation, or pension plans, and under bona fide insurance plans, including those which are self-funded by employers or provided by third parties (HRC, s 13(3)). Mandatory retirement may also not constitute a breach of the HRC when it is part of a bona fide pension plan as long as it is not done in order to circumvent the rights of individuals.  


=== 7. Discrimination by Unions, Employer Organizations or Occupational Associations ===
=== 7. Discrimination by Unions, Employer Organizations or Occupational Associations ===


Section 14 states that trade unions, employers’ organizations or occupational associations may not deny membership to any person or discriminate against a person on the basis of race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, age, or unrelated criminal record. Please refer to ''De Lima v. The Empire Landmark and Hotel Conference Centre and Major'', 2006 BCHRT 440.
Section 14 states that trade unions, employers’ organizations, or occupational associations may not deny membership to any person or discriminate against a person on the basis of race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, and/or unrelated criminal record. Please refer to ''De Lima v Empire Landmark Hotel and Major'', 2006 BCHRT 440.
 
Since “persons” are not covered by section 14, protection against denial of membership has been held to apply only against an implicated union, organization, or association, and not against an individual. Please refer to ''Ratsoy v BC Teachers’ Federation'', 2005 BCHRT 53 at para 23. This differs from other protections granted by the HRC, which, in appropriate circumstances, generally do allow an action to be brought against both an organization (e.g. an employer) and its individual members (e.g. a manager).
 
There are two limited ways in which unions can be held liable for discrimination. The first is by creating or participating in formulating a discriminatory workplace rule, and the second is by impeding an employer’s efforts to accommodate a disabled employee (''Chestacow v Mount St Marie Hospital of Marie Esther Society'', [2018] BCHRT No 44 at para 32 [''Chestacow'']). In respect of the latter, a union may be required to waive seniority rights or other collective agreement obligations in order to facilitate the accommodation of an employee with a disability.  


Since “persons” are not covered by s 14, protection against denial of membership has been held to apply only against an implicated union, organization, or association and not against an individual. Please refer to ''Ratsoy v BC Teachers’ Federation and others'', 2005 BCHRT 53 at para  23. This differs from other protections granted by the HRC, which, in appropriate circumstances, generally do allow an action to be brought against both an organization (e.g. an employer) and its individual members (e.g. a manager).


== B. Prohibited Grounds of Discrimination ==
== C. Prohibited Grounds of Discrimination ==


=== 1. General ===
=== 1. General ===


Prohibited grounds of discrimination include gender, age (for those 19 and over), race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sexual orientation, criminal record (that is not relevant to the employment, union or occupational association), and lawful source of income. Note that not all of the areas listed in ss 7-14 of the HRC are afforded protection against all forms of discrimination. For example, the HRC does not prohibit landlords from discriminating on the basis of a tenant’s political beliefs. The grounds of discrimination that apply depend on the section of the HRC in question. One must first decide which section is involved and then check to see which grounds are associated with that section (see the helpful chart on page 6-3 above) .
Prohibited grounds of discrimination include race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age (for those 19 and over), criminal record (that is not relevant to the employment, union or occupational association), and lawful source of income. Note that not all of the areas listed in sections 7–14 of the HRC are afforded protection against all forms of discrimination. For example, the HRC does not prohibit landlords from discriminating on the basis of a tenant’s political beliefs. The grounds of discrimination that apply depend on the section of the HRC in question. One must first decide which section is involved and then check to see which grounds are associated with that section. Please refer to the helpful chart on page 6-3 above.  


To determine whether a violation of the HRC has occurred, consult the relevant section of the HRC and review recent case law. Case law can be found on the [http://www.bchrt.bc.ca/decisions B.C. Human RightsTribunal website], indexed by year, and searchable based on a variety of criteria.
To determine whether a violation of the HRC has occurred, consult the relevant section of the HRC and review recent case law. Case law can be found on the BC Human Rights Tribunal website ([http://www.bchrt.bc.ca/law-library/decisions www.bchrt.bc.ca/law-library/decisions]), indexed by year, and searchable based on a variety of criteria. The decisions are also available on CanLII BC.  


It should be noted that one might file a complaint on a combination of grounds and that discrimination does not need to have been the sole or primary motivating factor to establish a case on a particular ground, as long as discrimination was a contributing factor to the impugned action. Please refer to Kennedy v. British Columbia (Ministry of Energy & Mines), 2000 BCHRT 60 at para 58.  
It should be noted that one might file a complaint on a combination of grounds. Discrimination does not need to have been the sole or primary motivating factor to establish a case on a particular ground, as long as discrimination was a contributing factor to the impugned action. Please refer to ''Quebec (''''Commission des droits de la personne et des droits de la jeunesse) v Bombardier Inc (Bombardier Aerospace Training Center)'', 2015 SCC 39 at paras 45-52.  


Discrimination need not be intentional. Any policy or action that has an adverse effect on a protected group might be considered discriminatory. Please refer to ''Ont Human Rights Comm and O’Malley v Simpsons-Sears'', [1985] 2 SCR 536 at para 14. The policy or act does not have to affect every person in the group for it to be considered discriminatory. E.g., if a policy discriminates against only women that are pregnant it would still be considered sex discrimination. As well, it is possible that an act or policy may affect men as well as women, but affect one sex to a disproportionate degree, in which case it could also qualify as sex discrimination.
Discrimination need not be intentional (HRC, s 2). Any policy or action that has an adverse effect on a protected group might be considered discriminatory. Please refer to ''Ontario (Human Rights Commission) v Simpsons-Sears Ltd'', [1985] 2 SCR 536 at para 14. The policy or act does not have to affect every person in the group for it to be considered discriminatory. For example, if a policy discriminates against only women that are pregnant it would still be considered sex discrimination. It is also possible that an act or policy may affect men as well as women, but affect one sex to a disproportionate degree, in which case it could also qualify as sex discrimination.  


Discrimination can also be established on an “intersectional” basis. This means that the discriminatory action had an adverse impact on the basis of multiple protected grounds, occurring simultaneously, which cannot easily be separated from one another. It is not always necessary to establish that each individual ground has been met where intersectional discrimination can be established. Please refer to Radek v. Henderson Development (Canada) and Securiguard Services (No. 3), 2005 BCHRT 302 at paras 463-467.
Discrimination can also be established on an “intersectional” basis. This means that the discriminatory action had an adverse impact on the basis of multiple protected grounds, occurring simultaneously, which cannot easily be separated from one another. It is not always necessary to establish that each individual ground has been met where intersectional discrimination can be established. Please refer to ''Radek v Henderson Development (Canada) Ltd'', 2005 BCHRT 302 at paras 463–467.


If, after reading the HRC, you are still unsure whether the impugned action lies within the ambit of the HRC, contact the B.C. Human Rights  Clinic (see [[Governing Legislation and Resources for Human Rights (6:I)#B. Resources | Section I.B:Resources]]).
If, after reading the HRC, you are still unsure whether the impugned action lies within the ambit of the HRC, contact the BC Human Rights Clinic (see [[Governing Legislation and Resources for Human Rights (6:I)#B. Resources | Section I.B:Resources]]).


=== 2. Ancestry, Colour, Place of Origin and Race ===
=== 2. Ancestry, Colour, Place of Origin and Race ===


The grounds of ancestry, colour, place of origin and race are included in the HRC as a means to combat racism and racial discrimination. Each of the above referenced grounds is protected in the HRC and may be cited individually in connection with a discriminatory incident or grouped together in order to better illustrate a particular situation. For further information on how the above grounds interact, please refer to ''Torres and others v. Langtry Industries (No 5)'', 2009 BCHRT 3.  
The grounds of race, colour, ancestry and place of origin are included in the HRC as a means to combat racism and racial discrimination. Each of these grounds are protected in the HRC and may be cited individually in connection with a discriminatory incident or grouped together in order to better illustrate a particular situation. For further information on how the above grounds interact, please refer to ''Torres v Langtry Industries Ltd, 2009 BCHRT 3''.
 
Discrimination on the basis of race, colour, ancestry and place of origin can also be established where the respondent caused harm to the claimant by taking advantage of a vulnerability caused by the claimant's race, colour, ancestry or place of origin. For more information, see ''PN v FR and another (No 2)'', 2015 BCHRT 60. In BC, the grounds of race, colour, ancestry and place of origin are protected in the areas of publication; public services such as schools, government programs, restaurants and stores; purchase of property; tenancy; employment advertising, employment; and membership in a trade union, employer’s organization, or occupational association. For a recent case concerning discrimination on the basis of race in the employment context, please see ''Francis v. BC Ministry of Justice (No. 3)'', 2019 BCHRT 136.


Discrimination on the basis of ancestry, colour, place of origin or race can also be established where the respondent caused harm to the complainant by taking advantage of a vulnerability caused by the complainant's ancestry, colour, place of origin or race. For more information, see ''PN v. FR and another (No. 2)'', 2015 BCHRT 60 (CanLII). Please note that this decision is under Judicial Review as of June, 2015. In B.C., the grounds of ancestry, colour, place of origin and race are protected in the areas of employment; employment advertising; membership in a trade union, employer’s organization or occupational association; public services such as schools, government programs, restaurants, and stores; publications; tenancy; and purchase of property.
Note that the Tribunal has recognized that racism can be subtle and is sensitive to this fact. Please refer to ''Mezghrani v Canada Youth Orange Network Inc'', 2006 BCHRT 60 at para 51.


=== 3. Political Belief ===
=== 3. Political Belief ===
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The HRC provides protection from discrimination due to political beliefs and/or affiliations in the areas of employment; employment advertising; and membership in a trade union, employer’s organization or occupational association.  
The HRC provides protection from discrimination due to political beliefs and/or affiliations in the areas of employment; employment advertising; and membership in a trade union, employer’s organization or occupational association.  


In BC, few human rights cases have been decided on the grounds of political belief and, as such, a comprehensive definition of what constitutes a political belief under the HRC has not been established.  
In BC, few human rights cases have been decided on the ground of political belief and, as such, a comprehensive definition of what constitutes a political belief under the HRC has not been established. The Tribunal has, however, identified two key principles in determining whether a claimant’s belief should be protected under the HRC:


The Tribunal has, however, identified two key principles in determining whether a complainant’s belief should be protected under the HRC:
#Political belief is to be given a liberal definition; it is not confined to partisan political beliefs. Hence, political beliefs are not limited to beliefs about recognized or registered political parties.
#Political belief is to be given a liberal definition; it is not confined to partisan political beliefs. Hence political beliefs are not limited to beliefs about recognized or registered political parties.  
#Political belief is not unlimited; for example, views about matters such as business or human resources decisions an employer may make do not come within its ambit.
#Political belief is not unlimited; for example, views about matters such as business or human resources decisions an employer may make do not come within its ambit.  


Please refer to ''Prokopetz and Talkkari v Burnaby Firefighters’ Union and City of Burnaby'', 2006 BCHRT 462 at para 31.  
Please refer to ''Prokopetz and Talkkari v Burnaby Firefighters’ Union and City of Burnaby'', 2006 BCHRT 462 at para 31 and Fraser v British Columbia (Ministry of Forests), [2016] BCHRT No 124. See ''Bratzer v Victoria Police Department'', [2016] BCHRT No 50 for a unique example of how political belief can be framed. Albeit unsuccessful, an officer of the Vancouver Police Department attempted to argue that his stance against the criminalization of illicit drugs and his involvement in a not-for profit that advocates for such views amounted to a political belief.  


In the ''Wali v Jace Holdings'', 2012 BCHRT 389 at para 117, the tribunal determined that free speech regarding matters affecting the regulation of a profession could constitute a political belief. This was narrowed to the particular legislative framework and mandate of the College of Pharmacists. The tribunal member took into account that the issue was a legislative initiative, involving public welfare and was being debated in the pharmaceutical community in determining that the belief was a protected political belief.
In ''Wali v Jace Holdings'', 2012 BCHRT 389 at para 117, the Tribunal determined that free speech regarding matters affecting the regulation of a profession could constitute a political belief. This was narrowed to the particular legislative framework and mandate of the College of Pharmacists. The Tribunal member took into account that the issue was a legislative initiative involving public welfare and was being debated in the pharmaceutical community in determining that the belief was a protected political belief.


=== 4. Religion ===
=== 4. Religion ===


Religious discrimination cases have helped to define several of the fundamental ideas and standards that comprise human rights law in Canada. Matters before the court have routinely addressed discriminatory incidents concerning religious faith, beliefs, customs and practices.  In B.C., protection from discrimination based on religion is provided in the areas of employment, employment advertising, membership in a trade union, employer’s organization, or occupational association, public services, publications, tenancy and purchase of property. A claimant must show that their religious beleif or practice is sincere, but not that it is objectively required or recognized by a particular religious faith. Please refer to Friesen v Fisher Bay Seafood Limited, 2009 BCHRT 1, at para 57.  
Religious discrimination cases have helped to define several of the fundamental ideas and standards that comprise human rights law in Canada. Matters before the courts have routinely addressed discriminatory incidents concerning religious faith, beliefs, customs, and practices.  In BC, protection from discrimination based on religion is provided in the areas of publication; public services; purchase of property; tenancy; employment advertising; employment; and membership in a trade union, employer’s organization or occupational association. A claimant must show that their religious belief or practice is sincere, but not that it is objectively required or recognized by a particular religious faith. Please refer to ''Friesen v Fisher Bay Seafood Limited'', 2009 BCHRT 1, at para 57. Atheism is encompassed within the protected ground of religion:  ''Mangel and Yasué obo Child A v. Bowen Island Montessori School and others'', [2018] BCHRT No 281 at para 210: ''Mouvement laïque québécois v Saguenay (City)'', 2015 SCC 16 at para 70; ''SL v Commission scolaire des Chênes'', 2012 SCC 7 at para 32; ''R v Big M Drug Mart Ltd'', [1985] 1 SCR at paras 346-347)
 
The duty to accommodate has been firmly established in case law and obliges employers to accommodate the religious practices of their employees as long as doing so does not cause undue hardship. These practices may be linked to customs involving prayer, dietary restrictions, clothing requirements, and time off on religious holy days. Please refer to ''Renaud v Central Okanagan School District No 23'', [1992] 2 SCR 970 at para 16.  


The duty to accommodate has been firmly established in case law and obliges employers to accommodate the religious practices of their employees as long as doing so does not cause undue hardship. These practices may be linked to customs involving prayer, dietary restrictions, clothing requirements, and time off on religious holy days. Please refer to Renaud v. Central Okanagan School District No. 23 [1992] 2 S.C.R. 970.


=== 5. Family Status and Marital Status ===
=== 5. Family Status and Marital Status ===


Family status generally refers to parent-child relationships but can and does encompass other family relationships including those between siblings, in-laws, aunts and uncles, nieces and nephews and cousins. For case law on the definition of family status and the test for discrimination on that basis see ''Miller v British Columbia Teacher’s Federation'', 2009 BCHRT 34, para 32.
Family status generally refers to parent-child relationships, but can and does encompass other family relationships including those between siblings, in-laws, aunts and uncles, nieces and nephews, and cousins. For case law on the definition of family status and the test for discrimination on that basis see ''Miller v British Columbia Teachers’ Federation'', 2009 BCHRT 34 at para 17.
 
Marital status normally refers to couples with a ‘spouse-like’ relationship. The HRC extends protection to all individuals regardless of their status (i.e. married, common-law, single, separated, divorced or widowed). Issues involving family and marital status may often overlap and may be cited concurrently to fully illustrate a certain situation.
 
In BC, the grounds of family and marital status are protected in the areas of publication; public services; tenancy; employment advertising; employment; and membership in a trade union, employer’s organization, or occupational association. Only marital status is protected in the area of purchase of property.
 
The law regarding the test that applies in the context of family status discrimination cases involving childcare obligations is unsettled in Canada. In BC, the present test for family status discrimination in employment is set out in ''Health Sciences Assn. of British Columbia v Campbell River and North Island Transition'', 2004 BCCA 260 [''Campbell River''] at para 39. Per that test, in order to establish discrimination on the basis of family status, the complainant must show:
 
#A change in a term or condition of employment imposed by the employer; and
#That the change results in a serious interference with a substantial parental or other family duty or obligation.
 
The Federal Court of Appeal rejected the ''Campbell River'' test and set out its own four-part test in ''Canada (Attorney General) v. Johnstone'', 2014 FCA 110, at para. 93. Under ''Johnstone'', a complainant must show that a child is under their care and supervision; the issue engages the individual’s legal responsibility for that child as opposed to a personal choice; they have made reasonable efforts to find alternative solutions and no reasonable alternative solution is available; and the impugned workplace rule interferes with the childcare obligation in a more than trivial or insubstantial way.
 
In Ontario, ''Misetich v. Value Village Stores Inc.'', 2016 HRTO 1229 [''Misetich''] is the leading authority. ''Misetich'' criticized both ''Campbell River'' and ''Johnstone'' as creating too narrow of a test. The ''Misetich'' test requires a complainant to establish a negative impact that results in a real disadvantage to the parent/child relationship, parent/child responsibilities, or to the employees’ work.
 
In Alberta, in ''SMS Equipment Inc. v. Communications, Energy and Paperworkers Union'', Local 707, 2015 ABQB 162, the Court of Queen’s Bench upheld a labour arbitration decision rejecting the ''Campbell River'' test. The court held that there were problems with both ''Campbell River'' and ''Johnstone'' and ultimately concluded that the correct test for determining discrimination based on family status is the Supreme Court of Canada’s general test for establishing discrimination set out in Moore. The Moore test was recently reaffirmed by the Supreme Court of Canada in ''Stewart v Elk Valley Coal Corp'', 2017 SCC 30.  


Marital status normally refers to couples with a ‘spouse-like’ relationship. The HRC extends protection to all individuals regardless of their  status (i.e. married, common-law, single, separated, divorced or widowed). Issues involving family and marital status may often overlap and may be cited concurrently to fully illustrate a certain situation.
The BC Court of Appeal recently affirmed that the ''Campbell River'' test is the law in British Columbia: ''Envirocon Environmental Services, ULC v Suen'', 2019 BCCA 46. Mr. Suen applied for leave to appeal to the Supreme Court of Canada, but this request was dismissed.  


In BC, the grounds of family and marital status are protected in the areas of employment; employment advertising; membership in a trade union,  employer’s organization, or occupational association; public services; tenancy and publications. Only marital status is protected in the area of purchase of property.


=== 6.Physical or Mental Disability ===
=== 6.Physical or Mental Disability ===


Disability is not defined in the HRC. However, the concept of physical disability, for human rights purposes, generally indicates a: “physiological state that is involuntary, has some degree of permanence, and impairs the person’s ability, in some measure, to carry out the normal functions of life. Please refer to Boyce v New Westminister (City) (1994), 24 CHRR D/441 at para 50. See Beckett v. Strata Plan NW 2603, 2016 BCHRT 27 at para 120 for a more recent case that refers to Boyce v New Westminister (City)’s definition of physical disability. In Morris v BC Rail, 2003 BCHRT 14, at para 214, the Tribunal set out the following three aspects for assessing whether an individual has a physical or mental disability:
Disability is not defined in the HRC. However, the concept of physical disability, for human rights purposes, generally indicates a “physiological state that is involuntary, has some degree of permanence, and impairs the person’s ability, in some measure, to carry out the normal functions of life” (''Boyce v New Westminister (City) (1994)'', 24 CHRR D/441 at para 50 [''Boyce'']). See ''Beckett v Strata Plan NW 2603'', 2016 BCHRT 27 at para 120 for a more recent case that refers to the definition of physical disability from ''Boyce''. In ''Morris v BC Rail'', 2003 BCHRT 14 at para 214 [''Morris''], the Tribunal set out the following three aspects for assessing whether an individual has a physical or mental disability:


* the individual’s physical or mental impairment, if any;
#“[T]he individual’s physical or mental impairment, if any;
* the functional limitations, if any, which result from that impairment; and
#“[T]he functional limitations, if any, which result from that impairment; and
* the social, legislative or other response to that impairment and/or limitations, assessed in light of the concepts of human dignity, respect and the right to equality.
#“[T]he social, legislative or other response to that impairment and/or limitations… assessed in light of the concepts of human dignity, respect and the right to equality.


Furthermore, according to Morris v BC Rail at para 207, proof of impairment and/or limitation, while relevant, will not be required in all cases. See McGowan v Pretty Estates, 2013 BCHRT 40 (CanLII) for more information.
Furthermore, according to ''Morris'' at para 207, proof of impairment and/or limitation, while relevant, will not be required in all cases. See ''McGowan v Pretty Estates'', 2013 BCHRT 40 at para 26 for more information.


The protection of the HRC extends to those who are perceived to have a disability or to be at risk of becoming disabled in the future. As such, the Tribunal has rejected the application of strict criteria to determine what constitutes a physical or mental disability. This has led to a somewhat expansive definition. For example, protection has been specifically applied to persons with AIDS, persons who are HIV positive, and persons believed to be HIV positive, all of whom are considered to have a physical disability. Please refer to McDonald v. Schuster Real Estate, 2005 BCHRT 177 at para 24 and J v London Life Insurance Co (1999), 36 CHRR D/43 (BCHRT) at para 42.  
The protection of the HRC extends to those who are perceived to have a disability or to be at risk of becoming disabled in the future. As such, the Tribunal has rejected the application of strict criteria to determine what constitutes a physical or mental disability. This has led to a somewhat expansive definition. For example, protection has been specifically applied to persons with AIDS, persons who are HIV positive, and persons believed to be HIV positive, all of whom are considered to have a physical disability. Please refer to ''McDonald v Schuster Real Estate'', 2005 BCHRT 177 at para 24 and ''J v London Life Insurance Co'' (1999), [1999] BCHRTD No 35 at para 42 [''London Life Insurance''].  


As noted above, protection from discrimination due to physical disability, extends to discrimination on the basis of a perceived propensity to become disabled in the future. In J v London Life Insurance Co at para 46, for example, the Tribunal found that the HRC prohibited discrimination against a person based on the fact that his spouse was HIV positive. Protection under this ground has also been extended to those who are suffering from addictions issues. For instance, Handfield v. North Thompson School District No. 26, 1995 CarswellBC 3081, at paras 139-143, recognized alcoholism as a physical and mental disability.
As noted above, protection from discrimination due to physical disability extends to discrimination on the basis of a perceived propensity to become disabled in the future. In ''London Life Insurance'' at para 46, the Tribunal found that the HRC prohibited discrimination against a person based on the fact that his spouse was HIV positive. Protection under this ground has also been extended to those who are suffering from addictions issues. For example, ''Handfield v North Thompson School District No 26'', [1995] BCCHRD No 4 at paras 139–143 recognized alcoholism as both a physical and mental disability.


Where a behaviour or policy adversely affects a protected group or person, either directly or indirectly, there is a duty to accommodate, meaning that all efforts must be taken to accommodate the group or person to the point of undue hardship. Examples include installing wheelchair access and allowing workers days off on religious holidays. Please refer to Ferguson v Kimpton, 2006 BCHRT 62 at para 68.
Where a behaviour or policy adversely affects a protected group or person, either directly or indirectly due to their disability, there is a duty to accommodate, meaning that all reasonable efforts must be taken to accommodate the group or person up until the point of undue hardship. Examples include installing wheelchair access (''Walsh v Pink'', 2018 BCHRT 174 at paras 104-111) and safety handrails (''Ferguson v Kimpton'', 2006 BCHRT 62 at para 68). The duty to accommodate also includes allowing workers to take days off on religious holidays.  


=== 7. Sexual Orientation ===
=== 7. Sexual Orientation ===


The HRC prohibits discrimination based on sexual orientation, affording protection for gay men, lesbians, bisexuals, and heterosexuals. The issue of whether or not BDSM is covered under the HRC is an issue raised in one complaint that was dismissed on other grounds. Please see ''Hayes v. Vancouver Police Department and Barker'', 2008 BCCA 148. The same claimant further requested a decision specifically asking whether BDSM is considered a sexual orientation and covered by the HRC. The court did not conclusively decide, rather the court assumed BDSM could be considered under sexual orientation for the purposes of their decision. Please see ''Hayes v Vancouver Police Board'', 2010 BCHRT 324.
The HRC prohibits discrimination based on sexual orientation. Such discrimination does not require a complainant to prove their sexual orientation or that a given respondent believed them to have a particular orientation. In ''School District No 44 (North Vancouver) v Jubran'', 2005 BCCA 201, Mr. Jubran was a high school student, subjected to homophobic insults and harassment from other students. This conduct was found to constitute discrimination, even though Mr. Jubran did not identify as homosexual and his harassers denied believing that they in fact thought he was homosexual. For a case regarding discrimination on this basis against patrons of a restaurant in the context of services customarily available to the public, please see ''Pardy v. Earle'' and others (No. 4), 2011 BCHRT 101.
 
In BC, protection on the basis of sexual orientation is provided in the areas of publication; public services; purchase of property; tenancy; employment advertising; employment; and membership in a trade union, employer’s organization, or occupational association.


In BC, protection on the basis of sexual orientation is provided in the areas of employment; employment advertising; membership in a trade union, employer’s organization, or occupational association; public services; publications; tenancy and purchase of property.


=== 8. Sex (includes sexual harassment, pregnancy discrimination) ===
=== 8. Sex (includes sexual harassment, pregnancy discrimination) ===


Discrimination on the basis of sex, which is prohibited under the HRC, includes sexual harassment. Sexual harassment is defined as “unwelcome conduct of a sexual nature that detrimentally affects a work environment or leads to adverse job-related consequences for the victims of harassment”. Please refer to Janzen v Platy Enterprises Ltd, [1989] 1 SCR 1252 at 1284.
Discrimination on the basis of sex, which is prohibited under the HRC, includes sexual harassment. Sexual harassment is defined as “unwelcome conduct of a sexual nature that detrimentally affects a work environment or leads to adverse job-related consequences for the victims of the harassment” (''Janzen v Platy Enterprises Ltd'', [1989] 1 SCR 1252 at para 56 [''Janzen'']).


In PN v. FR and another (No. 2), 2015 BCHRT 60, the HRT increased the damages available for cases of sexual harassment by awarding $50,000 for injury to dignity to a domestic foreign worker who was sexually harassed and assaulted. This case also involved allegations of discrimination based on family status, race, age, colour and place of origin.  
In ''PN v FR'' ''and another (No 2)'', 2015 BCHRT 60, the HRT increased the damages available for cases of sexual harassment by awarding $50,000 for injury to dignity to a domestic foreign worker who was sexually harassed and assaulted. This case also involved allegations of discrimination based on family status, race, age, colour, and place of origin.  


Sexual harassment can take a number of forms. One such form may occur when the employer or a supervisory employee requires another employee to submit to sexual advances as a condition of obtaining or keeping employment or employment-related benefits. It may also occur when employees are forced to work in an environment that is hostile, offensive, or intimidating, such as where an employer allows pornography to be posted in the workplace. It is not generally necessary for an employee to expressly object to their harasser before filing a complaint. There is also no requirement of continuing harassment; a single incident is sufficient if serious.  
Sexual harassment can take a number of forms. One such form may occur when the employer or a supervisory employee requires another employee to submit to sexual advances as a condition of obtaining or keeping employment or employment-related benefits. It may also occur when employees are forced to work in an environment that is hostile, offensive, or intimidating, such as where an employer allows pornography to be posted in the workplace. It is not generally necessary for an employee to expressly object to their harasser before filing a complaint. There is also no requirement of continuing harassment; a single incident may be sufficient if is egregious.
 
The test for whether sexual harassment occurred requires the application of an objective standard. It must be shown that the alleged discriminatory conduct is “reasonably perceived to create a negative psychological and emotional environment for work” (''Janzen''). The test must also take into account the customary boundaries of social interaction in the circumstances. There may not be an action if the complaint arises due to the claimant’s innate sensitivity or defensiveness. Factors that are examined to determine the limits of reasonableness in a particular context include the nature of the conduct, the workplace environment, the type of prior personal interaction, and whether a prior objection or complaint was made. It is no defence to harassment, however, to show that harassing behaviour was traditionally tolerated in a workplace.
 
Please refer to ''Mottu v MacLeod'', 2004 BCHRT 76 at para 41, where the Tribunal found that dress code requirements based on sex could constitute discrimination on the basis of sex. In ''Lund v Vernon Women’s Transition House Society'', 2004 BCHRT 26, the Tribunal found that an employer’s refusal to allow a female employee to breastfeed her child at work could also constitute sex discrimination.
 
For a more recent case involving discrimination on the basis of sex, and more specifically sexual harassment in the employment context, see ''Araniva v RSY Contracting and another (No. 3)'', 2019 BCHRT 97.  


The test for whether sexual harassment occurred is an objective standard. It must be shown that the alleged discriminatory conduct is “reasonably perceived to create a negative psychological and emotional environment for work.”  Please refer to Mottu v MacLeod, 2004 BCHRT 76 at para 41 where the Tribunal found that dress code requirements based on sex could constitute discrimination on the basis of sex. The test must also take into account the customary boundaries of social interaction in the circumstances. There may not be an action if the complaint arises due to the claimant’s innate sensitivity or defensiveness. Factors that are examined to determine the limits of reasonableness in a particular context include the nature of the conduct, the workplace environment, the type of prior personal interaction, and whether a prior objection or complaint was made. It is no defence to harassment, however, to show that harassing behaviour was traditionally tolerated in a workplace.


=== 9. Gender Identity or Expression ===
=== 9. Gender Identity or Expression ===


At the time of writing, this protected ground has been in force for just under one year, so few decisions are available which rely on this language in the HRC.  
This protected ground has been in force since 2016, and therefore few decisions relating to this ground are currently available.
 
For a recent Tribunal decision issued under the new ground of gender identity or expression, please refer to ''Oger v Whatcott (No 7)'', 2019 BCHRT 58.
 
Prior to the inclusion of gender identity or expression in 2016, the Tribunal had found that being transgender was a protected characteristic under the ground of sex. Please refer to ''Dawson v Vancouver Police Board (No 2)'', 2015 BCHRT 54. Dawson establishes that transgender discrimination includes misgendering of trans individuals (addressing a trans person using a pronoun, name, or gender marker other than that which the trans person uses to identify themselves). It can also include the denial of trans-specific medical services.


Prior to this recent amendment, the Tribunal had found that transgender discrimination is protected under the ground of sex. Please refer to Nixon v Vancouver Rape Relief Society, 2002 BCHRT 1, para 3 and Dawson v. Vancouver Police Board (No. 2), 2015 BCHRT 54. Dawson establishes that transgender discrimination includes misgendering of trans individuals (addressing a trans person using a pronoun, name or gender marker other than that which the trans person uses to identify themselves). It can also include the denial of trans-specific medical services.


=== 10. Age (19 or over) ===
=== 10. Age (19 or over) ===
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=== 11. Criminal or Summary Conviction ===
=== 11. Criminal or Summary Conviction ===


BC’s HRC protects individuals convicted of a criminal or summary conviction offence, or a perceived conviction (i.e. arrest or stayed charges) as long as the offence is unrelated to the employment or the intended employment of the individual. Please refer to Purewall v ICBC, 2011 BCHRT 43 at para 21, Clement v Jackson and Abdulla, 2006 BCHRT 411 at para 14 and Korthe v Hillstrom Oil Company Ltd (1997), (BCHRT) at para 23-28. In an effort to establish whether or not a conviction may affect an employment decision, courts require an assessment of the relationship between the conviction and the job description. As such, employers must take into account the circumstances of the conviction in order to determine whether or not the charge relates to the employment. In Woodward Stores (British Columbia) v McCartney (1983) 43 BCLR 314 at para 7-9, Justice MacDonald laid out a list of criteria to be considered in making this determination. These criteria are as follows:  
BC’s HRC protects individuals convicted of a criminal or summary conviction offence, or a perceived conviction (i.e. arrest or stayed charges) as long as the offence is unrelated to the employment or the intended employment of the individual. Please refer to Purewall v ICBC, 2011 BCHRT 43 at para 21, Clement v Jackson and Abdulla, 2006 BCHRT 411 at para 14 and Korthe v Hillstrom Oil Company Ltd (1997), (BCHRT) at para 23-28. In an effort to establish whether or not a conviction may affect an employment decision, courts require an assessment of the relationship between the conviction and the job description. As such, employers must take into account the circumstances of the conviction in order to determine whether or not the charge relates to the employment. In ''Woodward Stores (British Columbia) v McCartney'' (1983) 43 BCLR 314 at para 7-9, Justice MacDonald laid out a list of criteria to be considered in making this determination. These criteria are as follows:  


* Does the behaviour which formed the basis of the charge, if repeated, compromise the employers’ ability to conduct business safely and effectively?  
* Does the behaviour which formed the basis of the charge, if repeated, compromise the employers’ ability to conduct business safely and effectively?  
Line 367: Line 421:
* How much time has passed since the charge? What has the individual done since that time and has there been any indication of recidivism? Has there been evidence of the individual’s desire for rehabilitation?
* How much time has passed since the charge? What has the individual done since that time and has there been any indication of recidivism? Has there been evidence of the individual’s desire for rehabilitation?


In BC, the HRC extends protection on the basis of a criminal or summary conviction only in the area of employment.


=== 12. Source of Income ===
=== 12. Source of Income ===


In a 1994 amendment to the ''Residential Tenancy Act'', source of income was established as a protected ground of discrimination with regards  to rental housing. This amendment safeguards the tenancy rights of individuals on social assistance or disability pensions, who might otherwise be denied safe housing. Enforced by the BCHRT, source of income is a protected ground only in the area of tenancy. Please refer to ''Tanner and Vlake'', 2003 BCHRT 36 at para 22-26 for further discussion.
BC’s HRC protects against discrimination in tenancy on the basis of an individual’s source of income. This safeguards the tenancy rights of individuals on social assistance or disability pensions who might otherwise be denied safe housing. Please refer to ''Tanner v Vlake'', 2003 BCHRT 36 at paras 22–26 for further discussion on this protected ground. For a more recent case, please see ''Day v Kumar


== C. The Complaint Process ==
and another (No 3)'', 2012 BCHRT 49.  


The BC Human Rights Tribunal handles complaints made under the HRC. The first step in filing a complaint with the Tribunal is to fill out a Complaint Form, which are available from the Tribunal at its office address, on its website (http://www.bchrt.bc.ca) or from other local Government Agent offices. There are helpful self-help guides to filling out complaint and response forms on the Tribunal’s website.
== D. Procedural Options for Employees ==


=== 1. Who Can Lodge a Complaint ===
The HRC is particularly useful for those who have been discriminated against in the employment context. Since the BC Human Rights Clinic may potentially be able to handle much of the legal work free of charge, a complaint under the HRC may provide a valuable alternative to proceeding with a claim at the Employment Standards Branch or Small Claims Court for individuals who cannot afford a lengthy wrongful dismissal suit. Additionally, claimants may choose to pursue a wrongful dismissal suit alongside a human rights complaint. Claimants who pursue dual claims will not be able to benefit from “double recovery.” An employee who believes that they were discriminated against in relation to their employment may have more than one procedural option to choose from. These include:


A complaint may be made by an individual victim of discrimination, one of the victims on behalf of the group or class, or by someone acting as a representative of named victim(s). If the Complaint Form is being filled out on behalf of another person or group or class of persons, then a secondary form called the Representative Complaint Form must also be filled out and accompany the Complaint Form when sent to the Tribunal. The person filing out the complaint form is the claimant. The person or organization who has been filed against is then called the respondent.
=== 1. Employer’s Internal Complaint Procedure ===


=== 2. How to File a Complaint ===
Assuming one exists, this is the most immediate way to obtain a remedy. However, there is typically a heavy burden on the employee, as witnesses may be reluctant to come forward and legal counsel is usually not retained at this stage.


The Complaint Form must be filed with the Tribunal via mail, fax or e-mail. Claimants may access the Complaint Form and other valuable resources at the BC Human Rights Tribunal website (see Section II.B: Resources). If filed by e-mail, one must also send in a signed and dated copy within 21 days. The party who is filing the complaint should be aware of the time limits. There is a general six month limitation period, which may be extended under certain circumstances.
=== 2. Grievance and Arbitration (Union) ==


=== 3. Review Process ===
Unionized workers are entitled to representation by their union. If the union backs out of its obligation, the worker may wish to file a human rights complaint and may even decide to name the union as a party if the worker has grounds to believe the union is complicit in the alleged discrimination. Generally, alleging that the union has failed to provide adequate representation will not be sufficient to qualify as a breach of the HRC on its own, the union must have engaged in the discrimination. However, initiating the grievance procedure is a good starting point, and can be followed by initiating a human rights complaint. A grievance and a complaint can also be filed in tandem. If the matter is not resolved during the initial stages of the union grievance procedure, an arbitration hearing may be held, and an arbitrator will determine liability and relief.


Once the Complaint Form is filed, the Tribunal will review the form to determine if it fits under the HRC and if it appears to meet the six-month limitation period. If the Tribunal believes that it may not have the power to deal with the complaint in substance or it is out of time, the complainant will be given a chance to respond before the Tribunal decides whether or not to proceed with the complaint. If the Tribunal believes it can proceed, it will send the Complaint Form to the respondent for a response to the complaint. 
As previously stated (see '''Section III.B.7''': Discrimination by Unions, Employer Organizations, or Occupational Associations), there are two ways in which a union may be found liable for discrimination. First by creating or participating in formulating a discriminatory workplace rule, and second by impeding an employer’s efforts to accommodate a disabled employee (''Chestacow'' at para 32)


A complainant '''must''' set out a ''prima facie'' case of discrimination under the HRC on their initial complaint form. If a ''prima facie'' case is not set out then the complaint might not be accepted by the Tribunal. Even if accepted, it could still be vulnerable to an application  to dismiss under s 27 of the HRC at a later stage. In order to set out a prima facie case the complainant must allege facts that, on its face, satisfy the following three elements:
=== 3. Human Rights Complaint ==
#They are a member of a protected group;
#They suffered adverse treatment;
#There is a nexus or connection between their protected status and the adverse treatment.  


For greater analysis of this topic please refer to ''Stone v BC (Ministry of Health) (No. 7)'', 2007 BCHRT 55 at para 99-111.
Another option is, of course, to file a human rights complaint with the BC Human Rights Tribunal (see above for the grounds, areas, exemptions, complaint process, etc.) or, under federal jurisdiction with the Canadian Human Rights Commission (see below for the grounds, areas, exemptions, process, etc). The Tribunal can award lost wages and damages for injury to dignity, feelings and self-respect. However, note that if a claimant is also seeking severance pay and/or punitive damages in a civil suit, they will not be allowed to recover the same damages from both proceedings.  


=== 4. Settlement Meeting ===
=== 4. Employment Standards Branch ===


'''Parties may agree to a settlement meeting at any time after the complaint has been filed.''' Guides for settlement meetings and hearings are  available from the Tribunal at its office address or on its web site. Additionally, the BC Human Rights Clinic may be able to assist a complainant at a settlement meeting or with settlement negotiations in general.  
Employees may choose to file a complaint through the Employment Standards Branch (ESB) if their employer has breached the ''Employment Standards Act'' (see '''Chapter 6: Employment Law'''). There is a 6-month limitation period from the date of the breach. A complainant can claim from both the ESB and Small Claims for employment related issues, including wrongful dismissal. These actions do not bar the complainant from also bringing a human rights complaint relating to the same matter. Remedies awarded by the Employment Standards Tribunal are intended to make the employee “whole” financially by way of compensation rather than reinstatement. It is important to note that the ESB does not deal with alleged discrimination.


At a settlement meeting, the Tribunal can make recommendations  and provide opinions as to the merits of the case, but cannot force parties to settle. Parties to the dispute may agree to voluntarily settle, in which case the complainant will file a Complaint Withdrawal Form as part of the terms of settlement.
=== 5. Civil Action ===


== D. Procedural Options for Employees ==
A final option is to bring a civil action for wrongful dismissal either in Small Claims Court (see '''Chapter 20: Small Claims''' of the LSLAP Manual) or the BC Supreme Court, depending on the amounts claimed. However, a recent Supreme Court of Canada decision clarified that the common law will not provide a remedy for discrimination per se in the employment context.  Please refer to ''Keays v Honda Canada Inc'', 2008 SCC 39 at para 67 [Keays].


The HRC is a particularly useful tool for seeking redress for a client who has been discriminated against in employment situations. Since the B.C. Human Rights Clinic may potentially be able to handle much of the legal work free of charge, a complaint under the HRC may provide a  valuable alternative to a client who cannot afford a lengthy wrongful dismissal suit. Additionally, claimants may choose to pursue a wrongful  dismissal suit alongside a human rights complaint. Complainants who pursue dual claims will not be able to benefit from “double recovery.” An employee who believes that they were discriminated against in relation to their employment may have more than one procedural option to choose from:  
The court in ''Keays'' held that breaches of the HRC must be remedied within the statutory scheme of the HRC itself. Thus, even if the reason for dismissal was discriminatory, in a civil action, the claimant will generally only be able to recover damages based on their wrongful dismissal and/or inadequate notice (severance pay). See '''Chapter 9: Employment Law''' of the LSLAP Manual. Accordingly, compensation for the discrimination itself must be awarded by the Tribunal.


==== a) Employer’s Internal Complaint Procedure ====
The court may further compensate the claimant in a civil action if the employer has acted unfairly or in bad faith when dismissing an employee. The basis for these additional damages is a breach of the implied term of an employment contract that employers will act in good faith in the manner of dismissal (i.e. payment for such damages can be deemed to have been in the contemplation of the parties at the formation of the contract). In Keays the Supreme Court of Canada held that any such additional award must be compensatory and must be based on the actual loss or damage suffered by the employee, which can include expenses related to mental distress stemming from the manner of dismissal. Compensable conduct might include, but is not limited to, attacking the employee's reputation at the time of dismissal, misrepresentations regarding the reason for the dismissal, or dismissal meant to deprive the employee of a pension benefit or other right such as permanent resident status. However, normal distress and hurt feelings arising from the dismissal itself are not grounds for additional damages.


Assuming one exists, this is the most immediate way to obtain a remedy. There is typically a heavy burden on the employee however; as  witnesses may be reluctant to come forward and legal counsel is usually not retained at this stage.
The courts are even more conservative in their approach to awarding punitive damages meant to punish the employer for their conduct in dismissal. Punitive damages will only be awarded if the employer’s conduct was harsh, vindictive, reprehensible, malicious, and extreme in its nature. Thus, if the claimant is primarily concerned with being compensated for injuries to their dignity and/or denouncing their employer’s discriminatory behaviour, then they should file a complaint with the Human Rights Tribunal alongside a civil action for wrongful dismissal.  


==== b) Grievance and Arbitration (Union) ====
Whatever procedural route an employee ultimately chooses to pursue, if said employee is experiencing on-going harassment on a prohibited ground of discrimination, he or she should maintain records or a journal with dates, times, places, witnesses, details of particular incidents, and even a description of the emotional effects of the harassment.


Unionized workers are entitled to representation by their union. If the union backs out of its obligation, the worker may wish to file a human  rights complaint and may even decide to name the union as a party if the worker has grounds to believe the union is complicit in the alleged  discrimination. Generally speaking, it will not be enough for a breach of the Code where the allegation is that the union has not adequately  represented the employee, the union must have engaged in the discrimination. However, initiating the grievance procedure is a best first  option, followed by a human rights complaint. A grievance and a complaint can also be filed in tandem. If the matter is not resolved during  the initial stages of the union grievance procedure, an arbitration hearing may be held and an arbitrator will determine liability and relief.


==== c) Human Rights Complaint ====


Another option is, of course, to file a human rights complaint with the B.C. Human Rights Tribunal (see above for the grounds, areas, exemptions, and complaint process, etc.) or, under federal jurisdiction, with the Canadian Human Rights Commission (see below for the grounds,  areas, exemptions, and process, etc). The Tribunal can also award lost wages and damages for injury to dignity. However, note that if a complainant is also seeking severance pay and/or punitive damages in a civil suit, they will not be allowed to recover from both proceedings.
== E. The Process for Human Rights Complaints ==


==== d) Employment Standards Branch ====
The BC Human Rights Tribunal handles complaints made under the HRC. The first step in filing a complaint with the Tribunal is to fill out a Complaint Form, which are available from the Tribunal at its office address, on its website (http://www.bchrt.bc.ca) or from other local Government Agent offices. There are helpful self-help guides to filling out complaint and response forms on the Tribunal’s website.


Employees may choose to file a complaint through the Employment Standards Branch (ESB) self-help kit if their employer has breached the  ''Employment Standards Act'' (see [[Foreword_on_Employment_Law_(9:I) | Chapter 9: Employment Law]]). There is a six-month limitation period from the date of the breach and once a complaint has been filed with the ESB, the complainant is barred from initiating a court action on the  same matter. Remedies awarded by the Employment Standards Tribunal are intended to make the employee “whole” financially by way of compensation  rather than reinstatement. If the complainant is seeking reinstatement they should consider pursuing the issue through the Human Rights  Tribunal. It is important to note though, that the ESB does not deal with alleged discrimination.
=== 1. Who Can Lodge a Complaint ===


==== e) Civil Action ====
A complaint may be made by an individual, on behalf of a group or class, or by someone acting as a representative of named person(s). If the Complaint Form is being filled out on behalf of another person, group, or class of persons, then a secondary form called the Representative Complaint Form must also be filled out and must accompany the Complaint Form when sent to the Tribunal. The person filling out the Complaint Form is the complainant. The person or organization who has been filed against is called the respondent.


A final option is to bring a civil action for wrongful dismissal either in Small Claims Court (see [[Foreword to Small Claims (20:I) | Chapter 20: Small Claims]]) or BC Supreme  Court, depending on the amounts claimed. However, a recent Supreme Court decision clarified that the common  law will not provide a remedy for discrimination per se in the employment context. Please refer to ''Keays v Honda'', 2008 SCC 39 at para 67 [''Keays''].
=== 2. How to File a Complaint ===


The court in ''Keays'' held that breaches of the HRC must be remedied within the statutory scheme of the ''Code'' itself. So even if the reason  for dismissal was discriminatory, in a civil action, the complainant will generally only be able to recover damages based on an unjustified  dismissal and/or inadequate notice (severance pay). See [[Foreword on Employment Law (9:I) | Chapter 9: Employment Law]]. Accordingly, compensation for the discrimination itself must proceed before the Tribunal.  
The Complaint Form must be filed with the Tribunal via mail, fax, or e-mail. Complainants may access the Complaint Form and other valuable resources at the BC Human Rights Tribunal website (see '''Section II.B: Resources'''). The party filing the complaint should be aware of the time limits. There is a general 1-year limitation period, which may be extended under certain very limited circumstances.  


The court may further compensate the claimant in a civil action if the employer has acted unfairly or in bad faith when dismissing an employee. The basis for these additional damages is a breach of the implied term of an employment contract that employers will act in good faith in the manner of dismissal (i.e. payment for such damages can be deemed to have been in the contemplation of the parties at the formation of the contract). In ''Keays'' the Supreme Court held that any such additional award must be compensatory and must be based on the actual loss or damage suffered by the employee, which can include expenses related to mental distress stemming from the manner of dismissal. Compensable conduct might include, but is not limited to, attacking the employee's reputation at the time of dismissal, misrepresentations regarding the reason for the dismissal, or dismissal meant to deprive the employee of a pension benefit or other right such as permanent status. However, normal distress and hurt feelings arising from the dismissal itself are not grounds for additional damages.  
=== 3. Review Process ===


The courts are even more conservative in their approach to awarding punitive damages meant to punish the employer for their conduct in dismissal. Punitive damages will only be awarded if the employer’s conduct was harsh, vindictive, reprehensible, malicious and extreme in its nature. Thus, if the complainant is primarily concerned with being compensated for injuries to their dignity and/or denouncing their employer’s  discriminatory behaviour, then they should file a complaint with the Human Rights Tribunal alongside a civil action for wrongful dismissal.  
Once the Complaint Form is filed, the Tribunal will review the form to determine if it fits under the HRC and if it appears to meet the 1-year limitation period. If the Tribunal believes that it may not have the power to deal with the complaint in substance or believes that the complaint has been filed out of time, the complainant will be given a chance to respond before the Tribunal decides whether or not to proceed with the complaint. If the Tribunal believes it can proceed, it will send the Complaint Form to the respondent for a response to the complaint.  


Whatever procedural route an employee ultimately chooses, if an employee is experiencing on-going harassment on a prohibited ground of discrimination, he or she should maintain records or a journal with dates, times, places, witnesses, details of particular incidents, and even  a description of the emotional effects of the harassment.
A complainant must set out a case of discrimination under the HRC on their initial complaint form. If the elements are not set out, then the Tribunal might not accept the complaint. Even if accepted, it could still be vulnerable to an application to dismiss under section 27 of the HRC at a later stage. In order to set out the complainant’s case, the complainant must allege facts that, on their face (that is to say, assuming they are all true), satisfy the following three elements:


== E. Remedies ==
#That they have a characteristic that is protected under the HRC;
#That they experienced an adverse impact with respect to an area protected by the HRC; and
#That their protected characteristic was a factor in the adverse impact they experienced.


Remedies should be considered first when deciding whether or not to pursue a claim in any administrative tribunal. Available remedies for a justified complaint are listed in s 37(2) of the HRC.
It is important to note that a complainant need not establish that their protected characteristic was the sole or primary reason for their adverse treatment. It is sufficient to establish that it was a reason for their adverse treatment.


Non-pecuniary (Not Financial) remedies include: an order that the respondent cease the discriminatory conduct; a declaratory order that the conduct complained of is, in fact, discriminatory; and an order that the respondent take steps to ameliorate the effects of the discrimination such as the implementation of human rights policy and training. People seeking advice on drafting should be directed to The B.C. Human Rights Tribunal website, which provides detailed information on the availability and applicability of specific remedies (see Section II.B: Resources).  
For greater analysis of this topic please refer to ''Quebec (Commission des droits de la personne et des droits de la jeunesse) v Bombardier Inc (Bombardier Aerospace Training Center)'', 2015 SCC 39; and ''Moore v British Columbia (Education)'', 2012 SCC 61.


Pecuniary (Financial) remedies include: compensation for lost wages/salary or expenses, re-instatement of a lost benefit, and compensation for injury to dignity. Unlike severance pay, compensation for lost wages is not based on the concept of reasonable notice. A successful claimant may recover lost wages for the entire period between their dismissal and the hearing date if they can show that they have been making reasonable efforts to find new employment. Damages awarded for injuries to dignity have increased over the last decade. Currently the highest award in BC is $75,000, but that case is being judicially reviewed.  Most damages in this category are under $10,000. It is difficult to predict what level of damages the tribunal will award as it depends on many factors on a case by case basis. Importantly, while insult to dignity commonly follows in cases where discrimination is established, this is not guaranteed, as in Holt v Coast Mountain Bus Company, 2012 BCHRT 28, at para 233.


Remember, to claim any type of damage the claimant must be sure to lead evidence. If the claimant fails to lead strong evidence as to the effect discrimination had on their emotional state and dignity, the Tribunal may not find any damage. Provided that the respondent is able to prove that the claimant has failed to mitigate his or her losses, the failure to mitigate one’s losses can lead to the loss of a claimant’s entitlement to wage loss compensation. Refer to Cassidy v Emergency and Health Services Commission and another (No 3), 2009 BCHRT 110 at para 34.
=== 4. Settlement Meeting ===


There is no maximum limit on damage awards. Note however that if a claimant seeks a remedy in both the Human Rights Tribunal (e.g. for lost wages) and in civil court (e.g. for severance pay) and are successful in both proceedings they must forfeit one of the awards, as they are not entitled to double recovery. There are several cases where the award for loss of wages was in the range of $300,000. See Kelly and Kerr supra.  
'''Parties may agree to a settlement meeting at any time after the complaint has been filed.''' Guides for settlement meetings and hearings are available from the Tribunal at its office address or on its website. At the settlement meeting, a neutral and impartial mediator who is knowledgeable in human rights law will work with the parties in order to help them try to reach an agreement. This process allows for quicker resolution of the issue in a more informal setting, where information is kept confidential. The process is voluntary, and the Tribunal cannot force the parties to enter into a settlement agreement. If the parties do voluntarily agree to settle their dispute, as part of the terms of settlement, the complainant will file a Complaint Withdrawal Form.  


The pecuniary remedies available under the HRC are meant to be compensatory in nature, not punitive, s 37(4) gives the Tribunal authority to order costs against either party as condemnation of improper conduct during the Tribunal processes. This order is independent of a finding that the complaint is justified. Additionally, s 37(2) gives the Tribunal the right to award compensation for expenses that are directly caused by the discrimination found which may include expenses such as wage loss due to the need to attend a hearing.  
== F. Remedies ==


The Tribunal will not provide remedies in every situation where there has been real or perceived discrimination. For example, the Tribunal will not award damages for lost wages/salary following a discriminatory dismissal but during a period for which the claimant was medically incapable of working. Please refer to Senyk v WFG Agency Network (No. 2), 2008 BCHRT 376 at para 434. This is because even absent the discrimination the claimant would not have been able to earn wages or a salary.
Remedies should be considered first when deciding whether or not to pursue a claim in any administrative tribunal. Available remedies for a justified complaint are listed in section 37(2) of the HRC.


A final order of the Tribunal may be registered in the B.C. Supreme Court so that it is enforceable as though it were an order of the court. No appeal procedure is provided for in the HRC, but the Judicial Review Procedure Act, RSBC 1996, c. 241 may be of some assistance if an individual is dissatisfied with the Tribunal’s decision (see Chapter 20: Public Complaint Procedures).
'''Non-pecuniary (not financial) remedies includ'''e: an order that the respondent cease the discriminatory conduct; a declaratory order that the conduct complained of is, in fact, discriminatory; and an order that the respondent take steps to ameliorate the effects of the discrimination, such as the implementation of human rights policy and training. People seeking advice on drafting should be directed to the BC Human Rights Tribunal website, which provides detailed information on the availability and applicability of specific remedies (see '''Section II.B: Resources''').  


== F. Costs ==
'''Pecuniary (financial) remedies include''': compensation for lost wages/salary or expenses, re-instatement of a lost benefit, and compensation for injury to dignity. Unlike severance pay, compensation for lost wages is not based on the concept of reasonable notice. A successful claimant may recover lost wages for the entire period between their dismissal and the hearing date if they can show that they have been making reasonable efforts to find new employment. Damages awarded for injuries to dignity have increased over the last decade. Currently the highest award in BC is $75,000 (''University of British Columbia v Kelly'', 2016 BCCA 271).  However, most damages in this category are under $10,000. It is difficult to predict what level of damages the tribunal will award, as this determination depends on many factors, which are assessed on a case by case basis. Importantly, while injury to dignity awards commonly follow in cases where discrimination is established, this is not guaranteed, as seen in ''Holt v Coast Mountain Bus Company'', 2012 BCHRT 28 at para 233. For further information regarding compensation for injury to dignity, feelings and self-respect, please visit  http://www.bchrt.gov.bc.ca/human-rights-duties/remedies/compensation/index.htm


The general rule is that costs will not normally be awarded in a human rights case. However, pursuant to s 37(4) of the HRC, the purpose of  awarding costs has been to penalize a party who acts improperly during a hearing, thereby interfering with the objective of the Tribunal. In  these cases costs are awarded punitively and do not necessarily reflect the actual expenses suffered by the other party due to the improper conduct.  
Remember, to claim any type of damage, the claimant must lead evidence. If the claimant fails to lead strong evidence as to the effect the discrimination had on their emotional state and dignity, the Tribunal may not find any damage. Provided that the respondent is able to prove that the claimant has failed to mitigate his or her losses, the failure to mitigate one’s losses can lead to the loss of a claimant’s entitlement to wage loss compensation.


== G. Judicial Review ==
There is no maximum limit on damage awards. Note, however that if a claimant seeks a remedy at both the Human Rights Tribunal (e.g. for lost wages) and in civil court (e.g. for severance pay), and is successful with both proceedings, he or she must forfeit one of the awards, as they are not entitled to double recovery. There are several cases where the award for loss of wages was in the range of $300,000. See ''Kelly'' and ''Kerr, supra''.  


If an individual disagrees with a decision by a Tribunal, he or she may appeal to the Supreme Court of British Columbia for a “judicial review”. A judicial review differs from an appeal to a higher court. In an appeal, the court has the authority to decide whether or not it agrees with a decision. In a judicial review, the B.C. Supreme Court simply decides whether or not there is a “ground” for review and may only disturb the Tribunal’s decision if it can demonstrate that the Tribunal: 
The pecuniary remedies available under the HRC are meant to be compensatory in nature, not punitive. Section 37(4) of the HRC gives the Tribunal authority to order costs against either party as condemnation of improper conduct during the Tribunal processes. This order is independent of a finding that the complaint is justified. Additionally, section 37(2) gives the Tribunal the right to award compensation for expenses that are directly caused by the discrimination found, which may include expenses such as wage loss due to the need to attend a hearing.
*Made an “error of law”, e.g., an incorrect interpretation of the HRC
*Made a finding of fact that is unreasonable or based on lack of evidence
*Acted unfairly with regards to the rules of procedure and natural justice
*Disregarded legislative requirements; used its discretion arbitrarily, in bad faith, or for an improper purpose; and/or based its decisions on irrelevant factors


If the Tribunal has made any of these errors, the Court may set aside the decision and will usually direct the Tribunal to re-hear the case. Section 57 of the Administrative Tribunals Act mandates that an application for a judicial review must be submitted within 60 days of the date  the decision was issued; however, the Court may extend the time in limited circumstances. In order to seek a judicial review, an individual is required to prepare a petition and affidavit, file the petition and affidavit at the B.C. Supreme Court, and serve a copy of the filed petition and affidavit on the Tribunal, the Attorney General of British Columbia, and any person whose interests may be affected by the order you desire the Court to make.  
The Tribunal will not provide remedies in every situation where there has been real or perceived discrimination. For example, the Tribunal will not award damages for lost wages/salary following a discriminatory dismissal during a period for which the claimant was medically incapable of working. Please refer to ''Senyk v WFG Agency Network (No 2)'', 2008 BCHRT 376 at para 434. This is because, even absent the discrimination, the claimant would not have been able to earn wages or a salary.


== H. Reasons Why the Complaint May Not Proceed ==
A final order of the Tribunal may be registered in the BC Supreme Court so that it is enforceable as though it were an order of the court. No appeal procedure is provided for in the HRC, but the Judicial Review Procedure Act, RSBC 1996, c 241 may be of some assistance if an individual is dissatisfied with the Tribunal’s decision (see '''Chapter 5: Public Complaint Procedures''' of the LSLAP Manual).


As mentioned above, the Tribunal may refuse to accept a complaint for filing because it does not have jurisdiction due to the nature of the complaint or when it was brought. Once a complaint has been filed, however, the Tribunal may nevertheless dismiss it prior to hearing on application from the respondent for a variety of reasons (s 27). Among the reasons the Tribunal may dismiss a filed complaint are (check the HRC for a complete list):
 
== G. Costs ==
 
The general rule is that costs will not normally be awarded in a human rights case. However, pursuant to section 37(4) of the HRC, the purpose of awarding costs has been to penalize a party who acts improperly during a hearing, thereby interfering with the objectives of the Tribunal.  In these cases, costs are awarded punitively and do not necessarily reflect the actual expenses suffered by the other party due to the improper conduct.
 
== H. Dismissal of a Complaint Without a Hearing ==
 
As mentioned above, the Tribunal may refuse to accept a complaint for filing if it does not have jurisdiction due to the nature of the complaint or when it was brought. Once a complaint has been filed, however, the Tribunal may nevertheless dismiss it prior to a hearing, on application from the respondent or on its own motion, for a variety of reasons (HRC, s 27). The following outlines some of the reasons why the Tribunal may dismiss a filed complaint (check the HRC for a complete list):


=== 1. Complaint Outside the Tribunal’s Jurisdiction ===
=== 1. Complaint Outside the Tribunal’s Jurisdiction ===
The Tribunal will not proceed with a complaint where it is persuaded that the complaint is not, in fact, based on a form of discrimination enumerated by the HRC, or that the complaint falls within federal jurisdiction. In addition, even if the Tribunal accepts a complaint for filing, the respondent may still have the option to dispute jurisdiction.


The Tribunal will not proceed with a complaint where it is persuaded that the complaint is not, in fact, based on a form of discrimination  enumerated by the HRC, or that the complaint falls within the federal jurisdiction. In addition, even if the Tribunal accepts a complaint for filing, the respondent may still have the option to dispute jurisdiction.
=== 2. Substance of Complaint Dealt with by Another Proceeding ===
Where another proceeding, such as a labour arbitration, has adequately resolved the substance of a complaint, it will usually be dismissed. A complaint may also be deferred if such an alternative proceeding is pending. The number of other proceedings capable of adequately dealing with a human rights complaint is however, quite limited.
=== 3. No Reasonable Basis for Holding a Hearing ===
The Tribunal may discontinue proceedings where the Tribunal is persuaded that the complaint is made in bad faith, would be of no benefit, would not further the purposes of the HRC, and/or has no reasonable prospect of success. The most recent Annual Report from the BCHRT indicates that applications to dismiss under section 27 of the HRC succeeded in fully dismissing the complaint 49% of the time. Please refer to ''Marquez v Great Canadian Casinos'', 2011 BCHRT 117 at paras 29–38. No reasonable prospect of success is the most common reason for dismissing a complaint.


=== 2. Substance of Complaint Dealt with by Another Proceeding ===
=== 4. Complaint Brought Outside Limitation Period ===
As mentioned above, there is a 1-year limitation period. The 1-year period begins from the last instance of any continuing discrimination. If at least one alleged incident of discrimination in a complaint falls within the one-year limitation period, other alleged incidents of discrimination dating back farther than one year may be accepted as a “continuing contravention” of the Code. The issue of whether, or how many, multiple instances of discrimination will be considered to constitute a “continuing contravention” (thus effectively extending the 1-year limitation period) is often disputed. See ''Bjorklund v BC Ministry of Public Safety and Solicitor General'', 2018 BCHRT 204 at paras 13-14 for a recent discussion of how to define a “continuing contravention”; see also ''District v Parent obo the Child'', 2018 BCCA 136 at paras 46 – 65.
 
Additionally, under section 22(3) of the HRC, the Tribunal has discretion to accept late-filed complaints regardless of whether there is a “continuing contravention”, if it is in the public interest to accept the late complaint, and no substantial prejudice will be caused to any party because of the delay in filing: ''Chartier v Sooke School District No 62'', 2003 BCHRT 39 at para. 12 Whether it is in the public interest to accept a complaint filed outside the 1-year time limit is a multi-faceted consideration, which is governed by the purposes of the HRC, and done on a case-by-case basis. Factors that may be important considerations in determining whether it is in the public interest to accept a late-filed complaint include the reasons for the delay, the length of the delay, the significance of the issue raised in the complaint and fairness in all the circumstances. The list of factors that the Tribunal may consider is non-exhaustive:. ''British Columbia (Ministry of Public Safety and Solicitor General) v. Mzite'', 2014 BCCA 220; ''Hoang v. Warnaco and Johns'', 2007 BCHRT 24.
 
== I. Judicial Review ==
 
If an individual disagrees with a decision of the Tribunal, he or she may ask the Supreme Court of British Columbia for a “judicial review”. A judicial review differs from an appeal to a higher court. In an appeal, the court has the authority to decide whether or not it agrees with a decision. In a judicial review, the BC Supreme Court simply decides whether or not there is a “ground” for review and may only disturb the Tribunal’s decision if it can demonstrate that the Tribunal:


Where another proceeding, such as a  abour arbitration, has adequately resolved the substance of a complaint, it will usually be dismissed. A  complaint may also be deferred if such an alternative proceeding is pending. The number or other proceedings capable of adequately dealing with a human rights complaint are quite limited.
*Made an “error of law”, e.g., an incorrect interpretation of the HRC;
*Made a finding of fact that is unreasonable or based on a lack of evidence;
*Acted unfairly with regards to the rules of procedure and natural justice; or
*Disregarded legislative requirements; used its discretion arbitrarily, in bad faith, or for an improper purpose; and/or based its decisions on irrelevant factors.


=== 3. No Reasonable Basis for Holding a Hearing ===
The applicable “standards of review” applicable to the Tribunal’s decisions is set out in s. 59 of the Administrative Tribunals Act.


The Tribunal may discontinue proceedings where the Tribunal is persuaded that the complaint is made in bad faith, would be of no benefit, would not further the purposes of the HRC, and/or has no reasonable prospect of success. The most recent Annual Reports from the BCHRT  indicate that 55% of cases were dismissed on preliminary application under s 27 of the HRC. Please refer to ''Marquez v Great Canadian Casinos  and another (No 2)'', 2011 BCHRT 117 at para 29-38.
If the Tribunal has made any of these errors, the Court may set aside the decision and will usually direct the Tribunal to reconsider the matter. Section 57 of the ''Administrative Tribunals Act'' mandates that an application for a judicial review must be submitted within '''60 days''' of the date the Tribunal’s decision was issued. In order to seek a judicial review, an individual is required to prepare a petition and affidavit, file the petition and affidavit at the BC Supreme Court, and serve a copy of the filed petition and affidavit on the Tribunal, the Attorney General of British Columbia, and any person whose interests may be affected by the order you desire the Court to make.  


=== 4. Complaint Brought Outside Limitation Period ===


As mentioned above, there is a general six-month limitation period. The six-month period begins from the last instance of any continuing  discrimination. It is not always clear which date will be used to determine the limitation date. The issue of whether, or how many, multiple  instances of discrimination should be considered a “continuing contravention” (thus effectively extending when the six-month period) is often  disputed. See ''Mercer v Loga'', 2008 BCHRT 217 at para 7-11 for the most recent discussion of how to define a “continuing contravention”; see also ''O’Hara v BC (Human Rights Commission)'', 2003 BCCA 139 at para 8-25.


Additionally, under s 22(3) of the HRC, the six month time limit may be extended, regardless of whether there is a “continuing contravention”, if it is in the public interest to accept the late complaint and no substantial prejudice is caused to any party. When seeking an extension of  the time limit, the complainant bears the burden of establishing both of the requirements of s 22(3). Refer to ''Chartier v School District No 62'', 2003 BCHRT 39 at para 10-14. Both the reason for the delay and its length are factors, among others, that may be important considerations in determining whether it is in the public interest to accept a late-filed complaint. Please refer to ''Earnshaw v Lilydale Cooperative and  UFCW'', Local 1518, 2005 BCHRT 146 at para 19-27.




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Revision as of 01:41, 24 November 2019



The B.C. Human Rights Code [“HRC”] is the legislation currently applicable in BC and is administered by the B.C. Human Rights Tribunal.

The HRC applies to matters within the provincial constitutional heads of power, and covers both public and private bodies and individuals. For example, the HRC applies to provincially regulated employers, unions, professional associations, most commercial businesses, Crown corporations, landlord-tenant relations, as well as the provincial government itself.

NOTE: The Tribunal’s decisions are available online at http://www.bchrt.bc.ca/decisions. They are indexed by year dating back to 1997 and searchable based on a variety of criteria. They are also available on CanLII BC (www.canlii.org/en/bc/).

A. Framework of a Discrimination Complaint

The following outlines the six-part test that governs human rights complaints.

1. Complainant

As outlined in Moore v British Columbia (Education), 2012 SCC 61 at para 33, the complainant must prove the following three elements on a balance of probabilities to establish their case:

1. That they have a characteristic that is protected under the HRC; 2. That they experienced an adverse impact with respect to an area protected by the HRC; and 3. That their protected characteristic was a factor in the adverse impact they experienced.

If any one of the three elements are missing, there is no discrimination. If the complainant proves the three elements, then the burden shifts to the respondent to justify its conduct. If the respondent proves its conduct was justified, then there is no discrimination. If the respondent’s conduct is not justified, discrimination will be found to occur.

2. Respondent

In British Columbia (Public Service Employee Relations Commission) v British Columbia Government and Service Employees' Union, [1999] 3 SCR 3 at para 54 [Meiorin], the Supreme Court of Canada set out the three-stage analysis for determining whether a standard is a bona fide occupational requirement (BFOR):

1. The employer adopted the standard for a purpose rationally connected to the performance of the job; 2. The employer adopted the particular standard with an honest and good faith belief that it was necessary to the fulfilment of that legitimate work-related purpose; and 3. The standard is reasonably necessary to fulfil its purpose. The employer must show that it could not accommodate individual employees with the protected characteristic without experiencing undue hardship.

In British Columbia (Superintendent of Motor Vehicles) v British Columbia (Council of Human Rights), [1999] 2 SCR 868 [Grismer] at para. 20, the Supreme Court of Canada considered the application of the Meiorin test to a public services complaint and set out the three-stage analysis for determining whether the respondent had a bona fide and reasonable justification for its conduct:

1. The respondent’s behaviour was for a purpose or goal that is rationally connected to the function being performed; 2. The respondent behaved in good faith; and 3. The respondent’s behaviour was reasonably necessary to accomplish the purpose or goal, in the sense that the respondent cannot accommodate the complainant without undue hardship.

Note that most legal disputes arise in regard to the third part of the test – that is, whether the respondent reasonably accommodated the complainant to the point of undue hardship.


The Chart below illustrates how the HRC’s protected grounds apply to each area of protection.

Protected Grounds Protected Areas
Publications Public Services &

Accommodation

Purchase of

Property

Tenancy Employment

Advertisements

Employment Unions &

Associations

Race v v v v v v v
Colour v v v v v v v
Ancestry v v v v v v v
Place of Origin v v v v v v v
Political Belief x x x x v v v
Religion v v v v v v v
Marital Status v v v v v v v
Family Status v v x v v v v
Physical or Mental

Disability

v v v v v v v
Sex v v v v v v v
Sexual Orientation v v v v v v v
Gender Identity or Expression v v v v v v v
Age v v x v v v v
Criminal or

Summary Conviction

x x x x x v v
Source of Income x x x v x x x

B. Protections, Exceptions and Exemptions

The HRC provides protection against discrimination in several different contexts, which are listed in sections 7–14. These sections will be further detailed in order below. Please refer to Section III.A.1-7. However, for many of these protected areas, the HRC provides certain exceptions for which discrimination is not prohibited.

Additionally, section 41, commonly referred to as the group rights exemption, allows what might otherwise be deemed prohibited discriminatory conduct. It allows charitable, philanthropic, educational, and other not-for-profit organizations to act in a discriminatory manner, if action is taken with the aim of promoting the interests and welfare of a group of people that share a common identifiable characteristic, such as religion, race, or marital status. For more information, please see Vancouver Rape Relief Society v Nixon, 2005 BCCA 601 at paras 43-59.

Furthermore, under section 42, it is not discriminatory to plan, advertise, adopt, or implement an employment equity program that has the objective of ameliorating the conditions of individuals or groups who are disadvantaged because of race, colour, ancestry, place of origin, physical or mental disability, sex, sexual orientation, or gender identity or expression. Such special programs may obtain prior approval by the BC Human Rights Tribunal and, if pre-approved, will not be deemed to be in contravention of the HRC. Ultimately, section 42 gives the Tribunal jurisdiction to approve special programs that are aimed at improving the situation of individuals or groups that have suffered historical disadvantage.

Finally, section 43, often referred to as the “retaliation” section, prohibits discrimination against a person because that person complains, has been named, gives evidence, or otherwise assists in a complaint or related proceeding under the HRC. This section was recently amended to include protection of a person who is planning to commence, but has not yet filed a human rights complaint. Please refer to Gichuru v Pallai, 2018 BCCA 78 at paras 50-58, which provides the test for proving retaliation under section 43.


1. Discriminatory Publication

Section 7 deals with forms of discrimination against individuals or groups of individuals, which are published, displayed, or made public. This section prohibits hate literature and other such communications that expose or are likely to expose someone in a protected group to hatred or contempt. Please refer to Oger v Whatcott (No 7), 2019 BCHRT 58 at paras 93-97.

Exception: Section 7 does not apply to communications that are intended to be private and are related to activities otherwise permitted under the HRC.

2. Discrimination in Facilities “Customarily Available to the Public”

Section 8 states that any accommodation, service, or facility customarily available to the public may not be denied to an individual for reasons based on that person’s race, colour, ancestry, place of origin, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression and/or age.

University of British Columbia v Berg, [1993] 2 SCR 353 at paras 59-63 [Berg] provides the definition of “customarily available to the public”. A service is customarily available to the public if the nature of the relationship is public. Courts look at the relationship between the facility and the complainant, as well as the nature of the service itself. In Berg, the court found that a university has its own public and that the relationships between students and professors, who present the public “face” of the university, are public in this context. Please refer to HMTQ v McGrath, 2009 BCSC 180 at paras 89–93 for a more recent case that cites the definition for what is “customarily available to the public”.

Additionally, courts have found that services provided to members of a group who come together as a result of a private selection process, based on their personal attributes do not qualify as services “customarily available to the public”, and are therefore not subject to section 8 of the HRC. Please refer to Marine Drive Golf Club v Buntain et al and BC Human Rights Tribunal, 2007 BCCA 17 at paras 48–56.

While there is no enumerated list of relationships that count as public, locales such as pubs, night clubs, hotels, theatres, transportation services, education facilities, insurance, medical treatment in hospitals, strata council and property management services in condominiums, government services and participation in sporting events have all been found to entail public relationships. Licensing services and facilities may also involve public relationships. For example, discrimination prohibited by section 8 was ultimately found when the BC Motor Vehicle Branch maintained a blanket refusal to issue drivers licenses to those with certain visual impairments regardless of actual driving ability. Please refer to BC (Superintendent of Motor Vehicles) v BC (Council of Human Rights), [1999] 3 SCR 868 [Grismer], which applied the three-part “Meiorin” test in the context of a services complaint (see Subsection 6: Discrimination in Employment and the Duty to Accommodate).

For a recent case that applied the three-part “Meiorin” test, see Moore v British Columbia (Education), 2012 SCC 61, a Supreme Court of Canada case about a school district that cancelled a special education program, requiring a dyslexic student to enroll in specialized private school. The Supreme Court of Canada reviewed whether the school district discriminated against the student by failing to provide necessary remediation, and ultimately restored the BC Human Rights Tribunal’s finding of discrimination.

Ultimately, in the context of services customarily available to the public, section 8 of the HRC states that it is discriminatory if a person, without a bona fide and reasonable justification, arbitrarily precludes someone from the benefit of such a service based on an enumerated ground of discrimination. See Moore v British Columbia (Education), 2012 SCC 61 at para 26.

Exceptions: There are a number of circumstances where discrimination is permitted, if it can be shown to be supported by “bona fide and reasonable justification” (BFRJ) (as per the wording of s 8(1)). For the most authoritative perspective, see the “Grismer” case (cited above), which applied the three-part “Meiorin” test to: British Columbia (Public Service Employee Relations Commission) v British Columbia Government Service Employees' Union [1999] 3 S.C.R. 3, a Supreme Court of Canada case that created a unified test to determine if a violation of human rights legislation can be justified as a bona fide occupational requirement (BFOR).

Section 8(2) also contains certain built-in exceptions. Discrimination based on sex is permitted insofar as it relates to the maintenance of public decency. Discrimination based on sex, physical or mental disability, or age is permitted insofar as it relates to the determination of premiums or benefits under life or health insurance policies.

3. Discrimination in Purchase and Rental of Property

Section 9 provides that a person or class of persons must not be denied the opportunity to purchase real property due to their race, colour, ancestry, place of origin, religion, marital status, physical or mental disability, sex, sexual orientation and/or gender identity or expression.

Section 10 states that a person shall not be denied the right to occupy any space that is represented as being available for occupancy, or be discriminated against with respect to a term or condition of the tenancy on the basis of race, colour, ancestry, place of origin, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, and/or lawful source of income. Please refer to Hunter v LaViolette (No 2), 2007 BCHRT 415.

Exceptions: This section does not apply if the tenant is sharing any sleeping, bathroom, or cooking facilities with the person making the representation (e.g. as a roommate). Furthermore, the reserving of specific residences for individuals aged 55 or older does not constitute discrimination (HRC, s 2(b)(i)).

4. Discrimination in Employment Advertisements and Interviews

Section 11 prohibits employment advertisements that express limitations or preferences based on race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sexual orientation, sex, gender identity of expression and/or age. Refer to Anderson v Thompson Creek Mining Ltd Endako Mines, 2007 BCHRT 99.

Exception: Discrimination in employment advertisements may be permitted if such limitations are based on “bona fide occupational requirement(s)” as per the wording of s 11.

For case law on discrimination during the interview process, please refer to Khalil v Woori Education Group, 2012 BCHRT 186 at para 29-45. An employer, under s 13, cannot refuse to employ someone on the ground mental or physical disability unless there is a bona fide occupational requirement (see subsection 6: Discrimination in Employment and the Duty to Accommodate).

5. Discrimination in Wages

Section 12 states that wage parity between sexes is required for similar or substantially similar jobs. Please refer to Kraska v Pennock, 2011 BCSC 109. Most of the remedies under this section are also available under section 13, which does not have a limitation on the period of time during which wages can be claimed.

Limitation Dates: Section 12 of the HRC states:

  • (a) the action must be commenced no later than 12 months from the termination of the employee's services, and
  • (b) the action applies only to wages of an employee during the 12 month period immediately before the earlier of the date of the employee's termination or the commencement of the action.

This seems to be in keeping with the 1-year limitation period for all human rights complaints. Issues arose when section 12(5) conflicted with the previous general 6-month limitation period for bringing human rights complaints, but the extension has eliminated any confusion.

Exception: A difference in the rate of pay between employees of different sexes based on a factor other than sex is allowed, provided that the factor on which the difference is based would reasonably justify the difference.

6. Discrimination in Employment and the Duty to Accommodate

Section 13 provides that no person shall refuse to employ another person or discriminate against a person with respect to employment or any term or condition of employment on the basis of race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, and/or because that person has a criminal record that is unrelated to the employment. Please refer to Ratzlaff v Marpaul Construction Ltd, 2010 BCHRT 13. This section might extend to volunteers depending on the circumstances (Nixon v Vancouver Rape Relief Society, 2002 BCHRT 1). When determining whether a volunteer is captured under the definition of “employee” in the HRC, the Tribunal will consider the following:

  1. If there is a formal process to recruit volunteers;
  2. If there is a training process with defined tasks;
  3. Whether volunteers have to agree to follow the organizations policies and practises;
  4. If there are requirements about when or how often a volunteer must be available; and
  5. The role of volunteers in the organization.

For more information, see Ferri v Society of Saint Vincent de Paul and another, 2017 BCHRT 123 at paras 29-33.

In addition, because all individuals over 19 are protected by the ground of age, individuals in both the public and private sector are able to choose the age at which they wish to retire and are protected from discrimination based on age (HRC, s 1).

Bona Fide Occupational Requirement (BFOR) Exemption: In the case of discrimination on the basis of disability, section 13(4) permits discrimination in employment if the basis for discrimination concerns a “bona fide occupational requirement” (BFOR). In British Columbia (Public Service Employee Relations Commission) v British Columbia Government and Service Employees' Union, [1999] 3 SCR 3 at para 54 [Meiorin], the Supreme Court of Canada established a three-part test for establishing a BFOR. An initial investigation determines whether the standard, policy, or practice has the direct or indirect effect of excluding or negatively affecting individuals protected by the HRC; the onus of establishing sufficient evidence of the complainant’s case lies with the complainant. Please see McGill University Health Centre (Montreal General Hospital) v Syndicat des employés de l’Hôpital général de Montréal, 2007 SCC 4 at paras 47-53.

Only once evidence has been established by a claimant that there is a case of discrimination (see Section III.C.3 below), is the onus of proving a BFOR defence transferred to the respondent. The respondent must justify the standard by satisfying three elements:

  1. The fundamental purpose of the standard must be rationally connected to the performance of the job;
  2. The standard must have been adopted in good faith and with the legitimate belief that it is necessary in order to satisfactorily and safely perform all job related tasks; and
  3. The standard is reasonably necessary to performing the job and it is impossible to accommodate the specific claims of the plaintiff without the employer incurring undue hardship.

For a specific example of a BCHRT case that applies the BFOR test in a disability context, please refer to Kerr v Boehringer Ingelheim (Canada) Ltd (No 4), 2009 BCHRT 196.

The BFOR exception applies to age discrimination as it relates to mandatory retirement. Thus, if the employer can establish one or more BFORs related to age, then mandatory retirement can still be imposed.

Undue Hardship: What may be considered “undue hardship” varies by employer depending on the circumstances. In Central Okanagan School District No 23 v Renaud, [1992] 2 SCR 970 at paras 21–23, the Supreme Court of Canada noted that it is more than a minor inconvenience, and that actual interference must be established. Factors the court may consider are financial cost, health and safety, and flexibility and size of the workplace. For a more exhaustive guide for employers and employees seeking accommodation, please see the BC Human Rights Clinic’s “FAQ – Duty to Accommodate” at: www.bchrc.net/duty_to_accommodate.

Other Exemptions: Distinctions based on age are not prohibited insofar as they relate to a bona fide seniority scheme. Distinctions based on marital status, physical or mental disability, sex, or age will continue to be allowed under bona fide retirement, superannuation, or pension plans, and under bona fide insurance plans, including those which are self-funded by employers or provided by third parties (HRC, s 13(3)). Mandatory retirement may also not constitute a breach of the HRC when it is part of a bona fide pension plan as long as it is not done in order to circumvent the rights of individuals.

7. Discrimination by Unions, Employer Organizations or Occupational Associations

Section 14 states that trade unions, employers’ organizations, or occupational associations may not deny membership to any person or discriminate against a person on the basis of race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, and/or unrelated criminal record. Please refer to De Lima v Empire Landmark Hotel and Major, 2006 BCHRT 440.

Since “persons” are not covered by section 14, protection against denial of membership has been held to apply only against an implicated union, organization, or association, and not against an individual. Please refer to Ratsoy v BC Teachers’ Federation, 2005 BCHRT 53 at para 23. This differs from other protections granted by the HRC, which, in appropriate circumstances, generally do allow an action to be brought against both an organization (e.g. an employer) and its individual members (e.g. a manager).

There are two limited ways in which unions can be held liable for discrimination. The first is by creating or participating in formulating a discriminatory workplace rule, and the second is by impeding an employer’s efforts to accommodate a disabled employee (Chestacow v Mount St Marie Hospital of Marie Esther Society, [2018] BCHRT No 44 at para 32 [Chestacow]). In respect of the latter, a union may be required to waive seniority rights or other collective agreement obligations in order to facilitate the accommodation of an employee with a disability.


C. Prohibited Grounds of Discrimination

1. General

Prohibited grounds of discrimination include race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age (for those 19 and over), criminal record (that is not relevant to the employment, union or occupational association), and lawful source of income. Note that not all of the areas listed in sections 7–14 of the HRC are afforded protection against all forms of discrimination. For example, the HRC does not prohibit landlords from discriminating on the basis of a tenant’s political beliefs. The grounds of discrimination that apply depend on the section of the HRC in question. One must first decide which section is involved and then check to see which grounds are associated with that section. Please refer to the helpful chart on page 6-3 above.

To determine whether a violation of the HRC has occurred, consult the relevant section of the HRC and review recent case law. Case law can be found on the BC Human Rights Tribunal website (www.bchrt.bc.ca/law-library/decisions), indexed by year, and searchable based on a variety of criteria. The decisions are also available on CanLII BC.

It should be noted that one might file a complaint on a combination of grounds. Discrimination does not need to have been the sole or primary motivating factor to establish a case on a particular ground, as long as discrimination was a contributing factor to the impugned action. Please refer to Quebec ('Commission des droits de la personne et des droits de la jeunesse) v Bombardier Inc (Bombardier Aerospace Training Center), 2015 SCC 39 at paras 45-52.

Discrimination need not be intentional (HRC, s 2). Any policy or action that has an adverse effect on a protected group might be considered discriminatory. Please refer to Ontario (Human Rights Commission) v Simpsons-Sears Ltd, [1985] 2 SCR 536 at para 14. The policy or act does not have to affect every person in the group for it to be considered discriminatory. For example, if a policy discriminates against only women that are pregnant it would still be considered sex discrimination. It is also possible that an act or policy may affect men as well as women, but affect one sex to a disproportionate degree, in which case it could also qualify as sex discrimination.

Discrimination can also be established on an “intersectional” basis. This means that the discriminatory action had an adverse impact on the basis of multiple protected grounds, occurring simultaneously, which cannot easily be separated from one another. It is not always necessary to establish that each individual ground has been met where intersectional discrimination can be established. Please refer to Radek v Henderson Development (Canada) Ltd, 2005 BCHRT 302 at paras 463–467.

If, after reading the HRC, you are still unsure whether the impugned action lies within the ambit of the HRC, contact the BC Human Rights Clinic (see Section I.B:Resources).

2. Ancestry, Colour, Place of Origin and Race

The grounds of race, colour, ancestry and place of origin are included in the HRC as a means to combat racism and racial discrimination. Each of these grounds are protected in the HRC and may be cited individually in connection with a discriminatory incident or grouped together in order to better illustrate a particular situation. For further information on how the above grounds interact, please refer to Torres v Langtry Industries Ltd, 2009 BCHRT 3.

Discrimination on the basis of race, colour, ancestry and place of origin can also be established where the respondent caused harm to the claimant by taking advantage of a vulnerability caused by the claimant's race, colour, ancestry or place of origin. For more information, see PN v FR and another (No 2), 2015 BCHRT 60. In BC, the grounds of race, colour, ancestry and place of origin are protected in the areas of publication; public services such as schools, government programs, restaurants and stores; purchase of property; tenancy; employment advertising, employment; and membership in a trade union, employer’s organization, or occupational association. For a recent case concerning discrimination on the basis of race in the employment context, please see Francis v. BC Ministry of Justice (No. 3), 2019 BCHRT 136.

Note that the Tribunal has recognized that racism can be subtle and is sensitive to this fact. Please refer to Mezghrani v Canada Youth Orange Network Inc, 2006 BCHRT 60 at para 51.

3. Political Belief

The HRC provides protection from discrimination due to political beliefs and/or affiliations in the areas of employment; employment advertising; and membership in a trade union, employer’s organization or occupational association.

In BC, few human rights cases have been decided on the ground of political belief and, as such, a comprehensive definition of what constitutes a political belief under the HRC has not been established. The Tribunal has, however, identified two key principles in determining whether a claimant’s belief should be protected under the HRC:

  1. Political belief is to be given a liberal definition; it is not confined to partisan political beliefs. Hence, political beliefs are not limited to beliefs about recognized or registered political parties.
  2. Political belief is not unlimited; for example, views about matters such as business or human resources decisions an employer may make do not come within its ambit.

Please refer to Prokopetz and Talkkari v Burnaby Firefighters’ Union and City of Burnaby, 2006 BCHRT 462 at para 31 and Fraser v British Columbia (Ministry of Forests), [2016] BCHRT No 124. See Bratzer v Victoria Police Department, [2016] BCHRT No 50 for a unique example of how political belief can be framed. Albeit unsuccessful, an officer of the Vancouver Police Department attempted to argue that his stance against the criminalization of illicit drugs and his involvement in a not-for profit that advocates for such views amounted to a political belief.

In Wali v Jace Holdings, 2012 BCHRT 389 at para 117, the Tribunal determined that free speech regarding matters affecting the regulation of a profession could constitute a political belief. This was narrowed to the particular legislative framework and mandate of the College of Pharmacists. The Tribunal member took into account that the issue was a legislative initiative involving public welfare and was being debated in the pharmaceutical community in determining that the belief was a protected political belief.

4. Religion

Religious discrimination cases have helped to define several of the fundamental ideas and standards that comprise human rights law in Canada. Matters before the courts have routinely addressed discriminatory incidents concerning religious faith, beliefs, customs, and practices. In BC, protection from discrimination based on religion is provided in the areas of publication; public services; purchase of property; tenancy; employment advertising; employment; and membership in a trade union, employer’s organization or occupational association. A claimant must show that their religious belief or practice is sincere, but not that it is objectively required or recognized by a particular religious faith. Please refer to Friesen v Fisher Bay Seafood Limited, 2009 BCHRT 1, at para 57. Atheism is encompassed within the protected ground of religion: Mangel and Yasué obo Child A v. Bowen Island Montessori School and others, [2018] BCHRT No 281 at para 210: Mouvement laïque québécois v Saguenay (City), 2015 SCC 16 at para 70; SL v Commission scolaire des Chênes, 2012 SCC 7 at para 32; R v Big M Drug Mart Ltd, [1985] 1 SCR at paras 346-347)

The duty to accommodate has been firmly established in case law and obliges employers to accommodate the religious practices of their employees as long as doing so does not cause undue hardship. These practices may be linked to customs involving prayer, dietary restrictions, clothing requirements, and time off on religious holy days. Please refer to Renaud v Central Okanagan School District No 23, [1992] 2 SCR 970 at para 16.


5. Family Status and Marital Status

Family status generally refers to parent-child relationships, but can and does encompass other family relationships including those between siblings, in-laws, aunts and uncles, nieces and nephews, and cousins. For case law on the definition of family status and the test for discrimination on that basis see Miller v British Columbia Teachers’ Federation, 2009 BCHRT 34 at para 17.

Marital status normally refers to couples with a ‘spouse-like’ relationship. The HRC extends protection to all individuals regardless of their status (i.e. married, common-law, single, separated, divorced or widowed). Issues involving family and marital status may often overlap and may be cited concurrently to fully illustrate a certain situation.

In BC, the grounds of family and marital status are protected in the areas of publication; public services; tenancy; employment advertising; employment; and membership in a trade union, employer’s organization, or occupational association. Only marital status is protected in the area of purchase of property.

The law regarding the test that applies in the context of family status discrimination cases involving childcare obligations is unsettled in Canada. In BC, the present test for family status discrimination in employment is set out in Health Sciences Assn. of British Columbia v Campbell River and North Island Transition, 2004 BCCA 260 [Campbell River] at para 39. Per that test, in order to establish discrimination on the basis of family status, the complainant must show:

  1. A change in a term or condition of employment imposed by the employer; and
  2. That the change results in a serious interference with a substantial parental or other family duty or obligation.

The Federal Court of Appeal rejected the Campbell River test and set out its own four-part test in Canada (Attorney General) v. Johnstone, 2014 FCA 110, at para. 93. Under Johnstone, a complainant must show that a child is under their care and supervision; the issue engages the individual’s legal responsibility for that child as opposed to a personal choice; they have made reasonable efforts to find alternative solutions and no reasonable alternative solution is available; and the impugned workplace rule interferes with the childcare obligation in a more than trivial or insubstantial way.

In Ontario, Misetich v. Value Village Stores Inc., 2016 HRTO 1229 [Misetich] is the leading authority. Misetich criticized both Campbell River and Johnstone as creating too narrow of a test. The Misetich test requires a complainant to establish a negative impact that results in a real disadvantage to the parent/child relationship, parent/child responsibilities, or to the employees’ work.

In Alberta, in SMS Equipment Inc. v. Communications, Energy and Paperworkers Union, Local 707, 2015 ABQB 162, the Court of Queen’s Bench upheld a labour arbitration decision rejecting the Campbell River test. The court held that there were problems with both Campbell River and Johnstone and ultimately concluded that the correct test for determining discrimination based on family status is the Supreme Court of Canada’s general test for establishing discrimination set out in Moore. The Moore test was recently reaffirmed by the Supreme Court of Canada in Stewart v Elk Valley Coal Corp, 2017 SCC 30.

The BC Court of Appeal recently affirmed that the Campbell River test is the law in British Columbia: Envirocon Environmental Services, ULC v Suen, 2019 BCCA 46. Mr. Suen applied for leave to appeal to the Supreme Court of Canada, but this request was dismissed.


6.Physical or Mental Disability

Disability is not defined in the HRC. However, the concept of physical disability, for human rights purposes, generally indicates a “physiological state that is involuntary, has some degree of permanence, and impairs the person’s ability, in some measure, to carry out the normal functions of life” (Boyce v New Westminister (City) (1994), 24 CHRR D/441 at para 50 [Boyce]). See Beckett v Strata Plan NW 2603, 2016 BCHRT 27 at para 120 for a more recent case that refers to the definition of physical disability from Boyce. In Morris v BC Rail, 2003 BCHRT 14 at para 214 [Morris], the Tribunal set out the following three aspects for assessing whether an individual has a physical or mental disability:

  1. “[T]he individual’s physical or mental impairment, if any;
  2. “[T]he functional limitations, if any, which result from that impairment; and
  3. “[T]he social, legislative or other response to that impairment and/or limitations… assessed in light of the concepts of human dignity, respect and the right to equality.”

Furthermore, according to Morris at para 207, proof of impairment and/or limitation, while relevant, will not be required in all cases. See McGowan v Pretty Estates, 2013 BCHRT 40 at para 26 for more information.

The protection of the HRC extends to those who are perceived to have a disability or to be at risk of becoming disabled in the future. As such, the Tribunal has rejected the application of strict criteria to determine what constitutes a physical or mental disability. This has led to a somewhat expansive definition. For example, protection has been specifically applied to persons with AIDS, persons who are HIV positive, and persons believed to be HIV positive, all of whom are considered to have a physical disability. Please refer to McDonald v Schuster Real Estate, 2005 BCHRT 177 at para 24 and J v London Life Insurance Co (1999), [1999] BCHRTD No 35 at para 42 [London Life Insurance].

As noted above, protection from discrimination due to physical disability extends to discrimination on the basis of a perceived propensity to become disabled in the future. In London Life Insurance at para 46, the Tribunal found that the HRC prohibited discrimination against a person based on the fact that his spouse was HIV positive. Protection under this ground has also been extended to those who are suffering from addictions issues. For example, Handfield v North Thompson School District No 26, [1995] BCCHRD No 4 at paras 139–143 recognized alcoholism as both a physical and mental disability.

Where a behaviour or policy adversely affects a protected group or person, either directly or indirectly due to their disability, there is a duty to accommodate, meaning that all reasonable efforts must be taken to accommodate the group or person up until the point of undue hardship. Examples include installing wheelchair access (Walsh v Pink, 2018 BCHRT 174 at paras 104-111) and safety handrails (Ferguson v Kimpton, 2006 BCHRT 62 at para 68). The duty to accommodate also includes allowing workers to take days off on religious holidays.

7. Sexual Orientation

The HRC prohibits discrimination based on sexual orientation. Such discrimination does not require a complainant to prove their sexual orientation or that a given respondent believed them to have a particular orientation. In School District No 44 (North Vancouver) v Jubran, 2005 BCCA 201, Mr. Jubran was a high school student, subjected to homophobic insults and harassment from other students. This conduct was found to constitute discrimination, even though Mr. Jubran did not identify as homosexual and his harassers denied believing that they in fact thought he was homosexual. For a case regarding discrimination on this basis against patrons of a restaurant in the context of services customarily available to the public, please see Pardy v. Earle and others (No. 4), 2011 BCHRT 101.

In BC, protection on the basis of sexual orientation is provided in the areas of publication; public services; purchase of property; tenancy; employment advertising; employment; and membership in a trade union, employer’s organization, or occupational association.


8. Sex (includes sexual harassment, pregnancy discrimination)

Discrimination on the basis of sex, which is prohibited under the HRC, includes sexual harassment. Sexual harassment is defined as “unwelcome conduct of a sexual nature that detrimentally affects a work environment or leads to adverse job-related consequences for the victims of the harassment” (Janzen v Platy Enterprises Ltd, [1989] 1 SCR 1252 at para 56 [Janzen]).

In PN v FR and another (No 2), 2015 BCHRT 60, the HRT increased the damages available for cases of sexual harassment by awarding $50,000 for injury to dignity to a domestic foreign worker who was sexually harassed and assaulted. This case also involved allegations of discrimination based on family status, race, age, colour, and place of origin.

Sexual harassment can take a number of forms. One such form may occur when the employer or a supervisory employee requires another employee to submit to sexual advances as a condition of obtaining or keeping employment or employment-related benefits. It may also occur when employees are forced to work in an environment that is hostile, offensive, or intimidating, such as where an employer allows pornography to be posted in the workplace. It is not generally necessary for an employee to expressly object to their harasser before filing a complaint. There is also no requirement of continuing harassment; a single incident may be sufficient if is egregious.

The test for whether sexual harassment occurred requires the application of an objective standard. It must be shown that the alleged discriminatory conduct is “reasonably perceived to create a negative psychological and emotional environment for work” (Janzen). The test must also take into account the customary boundaries of social interaction in the circumstances. There may not be an action if the complaint arises due to the claimant’s innate sensitivity or defensiveness. Factors that are examined to determine the limits of reasonableness in a particular context include the nature of the conduct, the workplace environment, the type of prior personal interaction, and whether a prior objection or complaint was made. It is no defence to harassment, however, to show that harassing behaviour was traditionally tolerated in a workplace.

Please refer to Mottu v MacLeod, 2004 BCHRT 76 at para 41, where the Tribunal found that dress code requirements based on sex could constitute discrimination on the basis of sex. In Lund v Vernon Women’s Transition House Society, 2004 BCHRT 26, the Tribunal found that an employer’s refusal to allow a female employee to breastfeed her child at work could also constitute sex discrimination. 

For a more recent case involving discrimination on the basis of sex, and more specifically sexual harassment in the employment context, see Araniva v RSY Contracting and another (No. 3), 2019 BCHRT 97.


9. Gender Identity or Expression

This protected ground has been in force since 2016, and therefore few decisions relating to this ground are currently available.

For a recent Tribunal decision issued under the new ground of gender identity or expression, please refer to Oger v Whatcott (No 7), 2019 BCHRT 58.

Prior to the inclusion of gender identity or expression in 2016, the Tribunal had found that being transgender was a protected characteristic under the ground of sex. Please refer to Dawson v Vancouver Police Board (No 2), 2015 BCHRT 54. Dawson establishes that transgender discrimination includes misgendering of trans individuals (addressing a trans person using a pronoun, name, or gender marker other than that which the trans person uses to identify themselves). It can also include the denial of trans-specific medical services.


10. Age (19 or over)

Age can refer to an individual’s legal age, membership in a specific age-category, or a generalized characterization of a specific age. In BC, age is a protected ground of discrimination in the areas of employment; employment advertising; membership in a trade union, employer’s organization, or occupational association; public services; tenancy and publications. Please refer to Miu v Vanart Aluminum and Tam, 2006 BCHRT 219 at para 18.

In each of these areas, age protection is restricted to those 19 years of age and over. However, those under 19 years are still able to bring complaints to the BCHRT based on grounds other than age.

11. Criminal or Summary Conviction

BC’s HRC protects individuals convicted of a criminal or summary conviction offence, or a perceived conviction (i.e. arrest or stayed charges) as long as the offence is unrelated to the employment or the intended employment of the individual. Please refer to Purewall v ICBC, 2011 BCHRT 43 at para 21, Clement v Jackson and Abdulla, 2006 BCHRT 411 at para 14 and Korthe v Hillstrom Oil Company Ltd (1997), (BCHRT) at para 23-28. In an effort to establish whether or not a conviction may affect an employment decision, courts require an assessment of the relationship between the conviction and the job description. As such, employers must take into account the circumstances of the conviction in order to determine whether or not the charge relates to the employment. In Woodward Stores (British Columbia) v McCartney (1983) 43 BCLR 314 at para 7-9, Justice MacDonald laid out a list of criteria to be considered in making this determination. These criteria are as follows:

  • Does the behaviour which formed the basis of the charge, if repeated, compromise the employers’ ability to conduct business safely and effectively?
  • What were the circumstances and details of the offence, e.g., what was the person’s age at the time of the offence and were there any extenuating factors?
  • How much time has passed since the charge? What has the individual done since that time and has there been any indication of recidivism? Has there been evidence of the individual’s desire for rehabilitation?


12. Source of Income

BC’s HRC protects against discrimination in tenancy on the basis of an individual’s source of income. This safeguards the tenancy rights of individuals on social assistance or disability pensions who might otherwise be denied safe housing. Please refer to Tanner v Vlake, 2003 BCHRT 36 at paras 22–26 for further discussion on this protected ground. For a more recent case, please see Day v Kumar

and another (No 3), 2012 BCHRT 49.

D. Procedural Options for Employees

The HRC is particularly useful for those who have been discriminated against in the employment context. Since the BC Human Rights Clinic may potentially be able to handle much of the legal work free of charge, a complaint under the HRC may provide a valuable alternative to proceeding with a claim at the Employment Standards Branch or Small Claims Court for individuals who cannot afford a lengthy wrongful dismissal suit. Additionally, claimants may choose to pursue a wrongful dismissal suit alongside a human rights complaint. Claimants who pursue dual claims will not be able to benefit from “double recovery.” An employee who believes that they were discriminated against in relation to their employment may have more than one procedural option to choose from. These include:

1. Employer’s Internal Complaint Procedure

Assuming one exists, this is the most immediate way to obtain a remedy. However, there is typically a heavy burden on the employee, as witnesses may be reluctant to come forward and legal counsel is usually not retained at this stage.

= 2. Grievance and Arbitration (Union)

Unionized workers are entitled to representation by their union. If the union backs out of its obligation, the worker may wish to file a human rights complaint and may even decide to name the union as a party if the worker has grounds to believe the union is complicit in the alleged discrimination. Generally, alleging that the union has failed to provide adequate representation will not be sufficient to qualify as a breach of the HRC on its own, the union must have engaged in the discrimination. However, initiating the grievance procedure is a good starting point, and can be followed by initiating a human rights complaint. A grievance and a complaint can also be filed in tandem. If the matter is not resolved during the initial stages of the union grievance procedure, an arbitration hearing may be held, and an arbitrator will determine liability and relief.

As previously stated (see Section III.B.7: Discrimination by Unions, Employer Organizations, or Occupational Associations), there are two ways in which a union may be found liable for discrimination. First by creating or participating in formulating a discriminatory workplace rule, and second by impeding an employer’s efforts to accommodate a disabled employee (Chestacow at para 32)

= 3. Human Rights Complaint

Another option is, of course, to file a human rights complaint with the BC Human Rights Tribunal (see above for the grounds, areas, exemptions, complaint process, etc.) or, under federal jurisdiction with the Canadian Human Rights Commission (see below for the grounds, areas, exemptions, process, etc). The Tribunal can award lost wages and damages for injury to dignity, feelings and self-respect. However, note that if a claimant is also seeking severance pay and/or punitive damages in a civil suit, they will not be allowed to recover the same damages from both proceedings.

4. Employment Standards Branch

Employees may choose to file a complaint through the Employment Standards Branch (ESB) if their employer has breached the Employment Standards Act (see Chapter 6: Employment Law). There is a 6-month limitation period from the date of the breach. A complainant can claim from both the ESB and Small Claims for employment related issues, including wrongful dismissal. These actions do not bar the complainant from also bringing a human rights complaint relating to the same matter. Remedies awarded by the Employment Standards Tribunal are intended to make the employee “whole” financially by way of compensation rather than reinstatement. It is important to note that the ESB does not deal with alleged discrimination.

5. Civil Action

A final option is to bring a civil action for wrongful dismissal either in Small Claims Court (see Chapter 20: Small Claims of the LSLAP Manual) or the BC Supreme Court, depending on the amounts claimed. However, a recent Supreme Court of Canada decision clarified that the common law will not provide a remedy for discrimination per se in the employment context. Please refer to Keays v Honda Canada Inc, 2008 SCC 39 at para 67 [Keays].

The court in Keays held that breaches of the HRC must be remedied within the statutory scheme of the HRC itself. Thus, even if the reason for dismissal was discriminatory, in a civil action, the claimant will generally only be able to recover damages based on their wrongful dismissal and/or inadequate notice (severance pay). See Chapter 9: Employment Law of the LSLAP Manual. Accordingly, compensation for the discrimination itself must be awarded by the Tribunal.

The court may further compensate the claimant in a civil action if the employer has acted unfairly or in bad faith when dismissing an employee. The basis for these additional damages is a breach of the implied term of an employment contract that employers will act in good faith in the manner of dismissal (i.e. payment for such damages can be deemed to have been in the contemplation of the parties at the formation of the contract). In Keays the Supreme Court of Canada held that any such additional award must be compensatory and must be based on the actual loss or damage suffered by the employee, which can include expenses related to mental distress stemming from the manner of dismissal. Compensable conduct might include, but is not limited to, attacking the employee's reputation at the time of dismissal, misrepresentations regarding the reason for the dismissal, or dismissal meant to deprive the employee of a pension benefit or other right such as permanent resident status. However, normal distress and hurt feelings arising from the dismissal itself are not grounds for additional damages.

The courts are even more conservative in their approach to awarding punitive damages meant to punish the employer for their conduct in dismissal. Punitive damages will only be awarded if the employer’s conduct was harsh, vindictive, reprehensible, malicious, and extreme in its nature. Thus, if the claimant is primarily concerned with being compensated for injuries to their dignity and/or denouncing their employer’s discriminatory behaviour, then they should file a complaint with the Human Rights Tribunal alongside a civil action for wrongful dismissal.

Whatever procedural route an employee ultimately chooses to pursue, if said employee is experiencing on-going harassment on a prohibited ground of discrimination, he or she should maintain records or a journal with dates, times, places, witnesses, details of particular incidents, and even a description of the emotional effects of the harassment.


E. The Process for Human Rights Complaints

The BC Human Rights Tribunal handles complaints made under the HRC. The first step in filing a complaint with the Tribunal is to fill out a Complaint Form, which are available from the Tribunal at its office address, on its website (http://www.bchrt.bc.ca) or from other local Government Agent offices. There are helpful self-help guides to filling out complaint and response forms on the Tribunal’s website.

1. Who Can Lodge a Complaint

A complaint may be made by an individual, on behalf of a group or class, or by someone acting as a representative of named person(s). If the Complaint Form is being filled out on behalf of another person, group, or class of persons, then a secondary form called the Representative Complaint Form must also be filled out and must accompany the Complaint Form when sent to the Tribunal. The person filling out the Complaint Form is the complainant. The person or organization who has been filed against is called the respondent.

2. How to File a Complaint

The Complaint Form must be filed with the Tribunal via mail, fax, or e-mail. Complainants may access the Complaint Form and other valuable resources at the BC Human Rights Tribunal website (see Section II.B: Resources). The party filing the complaint should be aware of the time limits. There is a general 1-year limitation period, which may be extended under certain very limited circumstances.

3. Review Process

Once the Complaint Form is filed, the Tribunal will review the form to determine if it fits under the HRC and if it appears to meet the 1-year limitation period. If the Tribunal believes that it may not have the power to deal with the complaint in substance or believes that the complaint has been filed out of time, the complainant will be given a chance to respond before the Tribunal decides whether or not to proceed with the complaint. If the Tribunal believes it can proceed, it will send the Complaint Form to the respondent for a response to the complaint.

A complainant must set out a case of discrimination under the HRC on their initial complaint form. If the elements are not set out, then the Tribunal might not accept the complaint. Even if accepted, it could still be vulnerable to an application to dismiss under section 27 of the HRC at a later stage. In order to set out the complainant’s case, the complainant must allege facts that, on their face (that is to say, assuming they are all true), satisfy the following three elements:

  1. That they have a characteristic that is protected under the HRC;
  2. That they experienced an adverse impact with respect to an area protected by the HRC; and
  3. That their protected characteristic was a factor in the adverse impact they experienced.

It is important to note that a complainant need not establish that their protected characteristic was the sole or primary reason for their adverse treatment. It is sufficient to establish that it was a reason for their adverse treatment.

For greater analysis of this topic please refer to Quebec (Commission des droits de la personne et des droits de la jeunesse) v Bombardier Inc (Bombardier Aerospace Training Center), 2015 SCC 39; and Moore v British Columbia (Education), 2012 SCC 61.


4. Settlement Meeting

Parties may agree to a settlement meeting at any time after the complaint has been filed. Guides for settlement meetings and hearings are available from the Tribunal at its office address or on its website. At the settlement meeting, a neutral and impartial mediator who is knowledgeable in human rights law will work with the parties in order to help them try to reach an agreement. This process allows for quicker resolution of the issue in a more informal setting, where information is kept confidential. The process is voluntary, and the Tribunal cannot force the parties to enter into a settlement agreement. If the parties do voluntarily agree to settle their dispute, as part of the terms of settlement, the complainant will file a Complaint Withdrawal Form.

F. Remedies

Remedies should be considered first when deciding whether or not to pursue a claim in any administrative tribunal. Available remedies for a justified complaint are listed in section 37(2) of the HRC.

Non-pecuniary (not financial) remedies include: an order that the respondent cease the discriminatory conduct; a declaratory order that the conduct complained of is, in fact, discriminatory; and an order that the respondent take steps to ameliorate the effects of the discrimination, such as the implementation of human rights policy and training. People seeking advice on drafting should be directed to the BC Human Rights Tribunal website, which provides detailed information on the availability and applicability of specific remedies (see Section II.B: Resources).

Pecuniary (financial) remedies include: compensation for lost wages/salary or expenses, re-instatement of a lost benefit, and compensation for injury to dignity. Unlike severance pay, compensation for lost wages is not based on the concept of reasonable notice. A successful claimant may recover lost wages for the entire period between their dismissal and the hearing date if they can show that they have been making reasonable efforts to find new employment. Damages awarded for injuries to dignity have increased over the last decade. Currently the highest award in BC is $75,000 (University of British Columbia v Kelly, 2016 BCCA 271). However, most damages in this category are under $10,000. It is difficult to predict what level of damages the tribunal will award, as this determination depends on many factors, which are assessed on a case by case basis. Importantly, while injury to dignity awards commonly follow in cases where discrimination is established, this is not guaranteed, as seen in Holt v Coast Mountain Bus Company, 2012 BCHRT 28 at para 233. For further information regarding compensation for injury to dignity, feelings and self-respect, please visit http://www.bchrt.gov.bc.ca/human-rights-duties/remedies/compensation/index.htm

Remember, to claim any type of damage, the claimant must lead evidence. If the claimant fails to lead strong evidence as to the effect the discrimination had on their emotional state and dignity, the Tribunal may not find any damage. Provided that the respondent is able to prove that the claimant has failed to mitigate his or her losses, the failure to mitigate one’s losses can lead to the loss of a claimant’s entitlement to wage loss compensation.

There is no maximum limit on damage awards. Note, however that if a claimant seeks a remedy at both the Human Rights Tribunal (e.g. for lost wages) and in civil court (e.g. for severance pay), and is successful with both proceedings, he or she must forfeit one of the awards, as they are not entitled to double recovery. There are several cases where the award for loss of wages was in the range of $300,000. See Kelly and Kerr, supra.

The pecuniary remedies available under the HRC are meant to be compensatory in nature, not punitive. Section 37(4) of the HRC gives the Tribunal authority to order costs against either party as condemnation of improper conduct during the Tribunal processes. This order is independent of a finding that the complaint is justified. Additionally, section 37(2) gives the Tribunal the right to award compensation for expenses that are directly caused by the discrimination found, which may include expenses such as wage loss due to the need to attend a hearing.

The Tribunal will not provide remedies in every situation where there has been real or perceived discrimination. For example, the Tribunal will not award damages for lost wages/salary following a discriminatory dismissal during a period for which the claimant was medically incapable of working. Please refer to Senyk v WFG Agency Network (No 2), 2008 BCHRT 376 at para 434. This is because, even absent the discrimination, the claimant would not have been able to earn wages or a salary.

A final order of the Tribunal may be registered in the BC Supreme Court so that it is enforceable as though it were an order of the court. No appeal procedure is provided for in the HRC, but the Judicial Review Procedure Act, RSBC 1996, c 241 may be of some assistance if an individual is dissatisfied with the Tribunal’s decision (see Chapter 5: Public Complaint Procedures of the LSLAP Manual).


G. Costs

The general rule is that costs will not normally be awarded in a human rights case. However, pursuant to section 37(4) of the HRC, the purpose of awarding costs has been to penalize a party who acts improperly during a hearing, thereby interfering with the objectives of the Tribunal. In these cases, costs are awarded punitively and do not necessarily reflect the actual expenses suffered by the other party due to the improper conduct.

H. Dismissal of a Complaint Without a Hearing

As mentioned above, the Tribunal may refuse to accept a complaint for filing if it does not have jurisdiction due to the nature of the complaint or when it was brought. Once a complaint has been filed, however, the Tribunal may nevertheless dismiss it prior to a hearing, on application from the respondent or on its own motion, for a variety of reasons (HRC, s 27). The following outlines some of the reasons why the Tribunal may dismiss a filed complaint (check the HRC for a complete list):

1. Complaint Outside the Tribunal’s Jurisdiction

The Tribunal will not proceed with a complaint where it is persuaded that the complaint is not, in fact, based on a form of discrimination enumerated by the HRC, or that the complaint falls within federal jurisdiction. In addition, even if the Tribunal accepts a complaint for filing, the respondent may still have the option to dispute jurisdiction.

2. Substance of Complaint Dealt with by Another Proceeding

Where another proceeding, such as a labour arbitration, has adequately resolved the substance of a complaint, it will usually be dismissed. A complaint may also be deferred if such an alternative proceeding is pending. The number of other proceedings capable of adequately dealing with a human rights complaint is however, quite limited.

3. No Reasonable Basis for Holding a Hearing

The Tribunal may discontinue proceedings where the Tribunal is persuaded that the complaint is made in bad faith, would be of no benefit, would not further the purposes of the HRC, and/or has no reasonable prospect of success. The most recent Annual Report from the BCHRT indicates that applications to dismiss under section 27 of the HRC succeeded in fully dismissing the complaint 49% of the time. Please refer to Marquez v Great Canadian Casinos, 2011 BCHRT 117 at paras 29–38. No reasonable prospect of success is the most common reason for dismissing a complaint.

4. Complaint Brought Outside Limitation Period

As mentioned above, there is a 1-year limitation period. The 1-year period begins from the last instance of any continuing discrimination. If at least one alleged incident of discrimination in a complaint falls within the one-year limitation period, other alleged incidents of discrimination dating back farther than one year may be accepted as a “continuing contravention” of the Code. The issue of whether, or how many, multiple instances of discrimination will be considered to constitute a “continuing contravention” (thus effectively extending the 1-year limitation period) is often disputed. See Bjorklund v BC Ministry of Public Safety and Solicitor General, 2018 BCHRT 204 at paras 13-14 for a recent discussion of how to define a “continuing contravention”; see also District v Parent obo the Child, 2018 BCCA 136 at paras 46 – 65.

Additionally, under section 22(3) of the HRC, the Tribunal has discretion to accept late-filed complaints regardless of whether there is a “continuing contravention”, if it is in the public interest to accept the late complaint, and no substantial prejudice will be caused to any party because of the delay in filing: Chartier v Sooke School District No 62, 2003 BCHRT 39 at para. 12 Whether it is in the public interest to accept a complaint filed outside the 1-year time limit is a multi-faceted consideration, which is governed by the purposes of the HRC, and done on a case-by-case basis. Factors that may be important considerations in determining whether it is in the public interest to accept a late-filed complaint include the reasons for the delay, the length of the delay, the significance of the issue raised in the complaint and fairness in all the circumstances. The list of factors that the Tribunal may consider is non-exhaustive:. British Columbia (Ministry of Public Safety and Solicitor General) v. Mzite, 2014 BCCA 220; Hoang v. Warnaco and Johns, 2007 BCHRT 24.

I. Judicial Review

If an individual disagrees with a decision of the Tribunal, he or she may ask the Supreme Court of British Columbia for a “judicial review”. A judicial review differs from an appeal to a higher court. In an appeal, the court has the authority to decide whether or not it agrees with a decision. In a judicial review, the BC Supreme Court simply decides whether or not there is a “ground” for review and may only disturb the Tribunal’s decision if it can demonstrate that the Tribunal:

  • Made an “error of law”, e.g., an incorrect interpretation of the HRC;
  • Made a finding of fact that is unreasonable or based on a lack of evidence;
  • Acted unfairly with regards to the rules of procedure and natural justice; or
  • Disregarded legislative requirements; used its discretion arbitrarily, in bad faith, or for an improper purpose; and/or based its decisions on irrelevant factors.

The applicable “standards of review” applicable to the Tribunal’s decisions is set out in s. 59 of the Administrative Tribunals Act.

If the Tribunal has made any of these errors, the Court may set aside the decision and will usually direct the Tribunal to reconsider the matter. Section 57 of the Administrative Tribunals Act mandates that an application for a judicial review must be submitted within 60 days of the date the Tribunal’s decision was issued. In order to seek a judicial review, an individual is required to prepare a petition and affidavit, file the petition and affidavit at the BC Supreme Court, and serve a copy of the filed petition and affidavit on the Tribunal, the Attorney General of British Columbia, and any person whose interests may be affected by the order you desire the Court to make.



This information applies to British Columbia, Canada. Last reviewed for legal accuracy by the Law Students' Legal Advice Program on July 6, 2019.
© Copyright 2023, The Greater Vancouver Law Students' Legal Advice Society.