TDSB Human Rights:

1. Report Discrimination, and Do not discriminate based on anything.

2. Contact the Human Rights office directly and or write to the Human Rights Office in Young Street.
3.
a. Naming Calling, Verbal Abuse, racist stereotypes
b. Flirtation; sexual bullying, persistent requests for a date
c. Kissing/Unwanted touching of sexal nature
d. Intimidation, physical violence, and vandalism
e. Unwelcome Remarks , offensive commentary on religion
f. Remarks about individual’s appearance, clothing and personal life
4. Harassment; aggressive indimitation.
5. Discrimination: prejudice treatment of people based upon race, sex, religion, and/or sexual orientation.
6. Discrimination and harassment are illegal practices under the ontario human rights code.
7. Any one who uses Board Property.
8. This applies to off board propter that have a negative effect on your learning environment, and things such
as CO-OP.
9. What can I do:
a. Talk to others
b. Keep Record: Write down all the details. Include dates, times and names of witnesses
c. Speak up: If you’re able to, tell your harasser that you don't like the harassment and
d. Get assistance: Contact your CO-OP teacher and adult you trust in your school and/or the human
rights office.
10. When you feel as if you or another is being harassed and/or abused.
11.
a. Informal Resolution: You and the other person involved understand the issues and are willing to
settle the problem in an agreeable manner.
b. Mediated Resolution: You and the other person go to another person to help settle the issue
c. The principal and VP are required to investigate the complaint and make a decision on should be
done.
d. Form complaint process: Must complete and submit a formal complaint form to the human rights
office for an official investigation.
12. 16
13.
a. Services, goods and facilities – including schools, hospitals, shops, restaurants, sports and recreation
organizations and facilities
b. Housing
c. Contracts
d. Employment
e. Membership in vocational associations and trade unions
14. Same sex partnership
15. Age : you may not be legally allowed to work with certain jobs.

Harassment:
1. What are the key words you need to understand when discussing this type of discrimination?
 a. Unwelcome, provoking
2. Give examples from real-life situations to illustrate this type of discrimination:
a. Saying things such as “ You don’t belong here” ( based on race, sex or sexual orientation
etc).
3. What effect would this type of discrimination have on someone?
a. It could create a poisoned environment for that person.
4. How do you think this kind of treatment would make someone feel?
a. It would make them feel as if they are unwelcome and being treated unequally.
Sexual Harassment:
1. What are the key words you need to understand when discussing this type of discrimination?
a. Consent, Sexual Solicitation, right to be free from sexual harassment from others, supervisors, and
customers.
2. Give examples from real-life situations to illustrate this type of discrimination:
a. Pressuring worker to go on date with them.
3. What effect would this type of discrimination have on someone?
a. They would feel violated and harassed in their workplace.
4. How do you think this kind of treatment would make someone feel?
a. It would make them feel anxious and nervous most of the the time, as they feel as if their personal
safety is at risk.
Poisoned Environment:
1. What are the key words you need to understand when discussing this type of discrimination?
a. Equal treatment, poisoned environment.
2. Give examples from real-life situations to illustrate this type of discrimination:
a. Making sexist remarks at men and women, insulting jokes with slurs, outing a LGBTQ member.
3. What effect would this type of discrimination have on someone?
a. It would leave them harassed and helpless.
4. How do you think this kind of treatment would make someone feel?
a. It would make them feel as if they have been assaulted, as if they are not respected in the workplace,
and creates a hostile environment.
Systemic Discrimination:
1. What are the key words you need to understand when discussing this type of discrimination?
a. Bias, Systematic Discrimination, racism, and prejudice
2. Give examples from real-life situations to illustrate this type of discrimination
a. Putting women on the workplace kitchen clean up despite the fact that it is used by both genders.
3. What effect would this type of discrimination have on someone?
a. It would make them feel helpless, and lead them to have a lowered self esteem.
4. How do you think this kind of treatment would make someone feel?
a. It would make someone have lower self worth, and anxiety from the mistreatment.

ESA- What Young Workers Should Know - Ministry of Labour

1. What’s the purpose of the Employment Standard Act, 2000 (ESA)?
a. It sets out the rights and responsibilities for employees and employer in Ontario workplace. It
included help for people who are looking for employment.
2. What is the Employment Standards Act, 2000?
 a. It sets minimum rights for employees in ontario, such as standards of payment or wages, public
holidays, hours of work, overtime pay, vacation time and pay, statutory leaves, and termination and
severance entitlements.
3. What employees and employers are not covered by the ESA?
a. ESA doesn’t apply to certain people and organizations of whom they work for such as:
i. federal jurisdiction, such as airlines, banks, the federal civil service, post offices, radio and
television stations and inter-provincial railways
ii. individuals performing work in a work experience program authorized by a school board,
college of applied arts and technology, university, or some private career colleges
iii. people who do community participation under the Ontario Works Act, 1997
iv. police officers (except the Lie Detectors part of the ESA)
v. inmates taking part in work programs, or people who perform work as part of a sentence or
order of a court
vi. people who hold political, judicial, religious or trade union offices
4. Does an employer have to provide its employees with information about the ESA?
a. Employer who is covered by the ESA must have a employment standards poster published
somewhere in the workplace where employees are likely to see it. If English is not the first language
of the workplace, there must be translated version of it visible somewhere. Changes in the law that
came into force on May 20, 2015 required employers to provide their current employees with a copy
of the ministry’s Employment Standards Poster by June 19, 2015. Any employee hired after May
20, 2015 must be provided with a copy of the poster within 30 days of their date of hire.
5. Does the ESA cover young workers?
a. Yes, it does. Young workers have the same rights as other employees in Ontario workplaces under
the ESA
6. Are young workers who are part-time employees covered by the ESA?
a. Yes. Examples of part-time positions young workers frequently hold that are covered by the ESA
include jobs in retail stores, restaurants and hotels, construction, farming and domestic services.
7. Does the ESA cover young workers who are working on assignments through temporary help agencies?
a. Yes it does. Young workers working as assignment employees of temporary help agencies generally
have the same rights as other employees under the ESA, including rights to public holidays and
notice of termination or pay in lieu.
b. However there is a list of special rules in which they must follow:
i. When hiring an assignment employee, the agency must give the employee certain
information, including contact info for the agency, and document about eh assignment
employee’s right under the ESA.
ii. An agency cannot charge assignment employees, or prospective assignment employees,
certain fees, including fees for help in finding an assignment with a client.
iii. An agency cannot prohibit a client from hiring an agency's assignment employee to work for
it directly. It cannot prevent a client from giving an assignment employee a job reference.
iv. Generally, an agency must give an assignment employee notice of termination of assignment
(or termination of assignment pay)
8. What is "minimum wage"?
a. Minimum wage is the lowest hourly wage an employer can pay employees, whether they are full-
time or part-time. Employers must pay most employees, including young workers, at least the
minimum wage no matter how they are paid.
 b. Unless employed in an industry or job category that is exempt from the minimum wage entitlements
or subject to a special minimum wage rate, most students under the age of 18:
i. who work no more than 28 hours a week when school is in session, or who work during a
school holiday (for example, March break, Christmas break, summer holidays). are entitled
to the student minimum wage. Students who work more than 28 hours a week when school
is in session are entitled to the general minimum wage.
9. Are young workers entitled to a lunch break or coffee break?
a. Most employees, including young workers, may not work longer than five hours i n
a row without getting a 30-minute eating period. If the employer and employee agree, the 30-minute
eating period may be taken as two breaks within each five-consecutive-hour work period. Meal
breaks are unpaid unless the employee's employment contract requires payment. Coffee breaks are
not necessary and employers are not required to give employees coffee breaks.
10. Do young workers get paid a minimum amount when they are called in to work?
a. When a regular employee is called in then they must be paid for at least three hours a day, even if
the worker does not work for that long. However, this rule does not apply to students, including
students over 18 years of age, who are called in to work. Those employees are entitled to be paid
only for the amount of time they actually work.
11. When are young workers eligible for overtime?
a. The ESA expects bosses to pay most representatives, including youthful laborers, extra time of no
less than one and a half occasions their consistent rate of pay for every hour of work more than 44
hours per week. On the off chance that a worker and manager concur electronically or in
composing, the representative can take one and a half long periods of paid time off work for every
hour of extra time worked. The paid time off must be taken inside three months of the work week in
which the extra time was earned or, with the representative's electronically or composed ascension,
inside a year of that work week.
12. Are young workers entitled to be paid for public holidays?
a. The ESA expects bosses to pay most representatives, including young laborers, extra time of no less
than one and a half occasions their consistent rate of pay for every hour of work more than 44 hours
per week. On the off chance that a worker and manager agree electronically, the representative can
take one and a half long periods of paid time off work for every hour of extra time worked. The paid
time off must be taken inside three months of the work week in which the extra time was earned or
it gets erased.
13. What if an employee agrees to work on a public holiday?
a. If they agree to work they must be paid their regular rate for the day plus be given a holiday with a
premium pay. If the employee is entitled to public holiday pay for the day, plus premium pay at time
and a half for each hour worked on the holiday, then they are not entitled a substitute day.

14. Can an employer deduct the cost of a uniform, or other items, from an employee's pay?
a. Yes only if the employee agrees. Most employers tend to make the employee pay for a uniform.
15. Can an employer withhold, make deductions from or require an employee to turn over their tips and other
gratuities?
a. Employers cannot withhold tips, and make deductions for things such as spillage, breakage, losses
or damage. Employers can do that if they have:
i. Following a court order or statute
 ii. Redistributing them as part of a tip pool
16. How can a young worker tell whether he or she is being paid correctly?
a. Employers must keep detailed records of hours worked, wages and deductions.
b. Must give employees pay stubs
c. employer must establish a recurring pay period and a recurring pay day.
17. When are young workers entitled to vacation pay?
a. workers are entitled to a minimum of two weeks of vacation with pay after each 12 months of
employment, starting from the date they are hired.
b. Employment is 5+ years then minimum three weeks of vacation time are given every 12 months.
18. Are young workers who are employed in retail required to work on public holidays and on Sundays?
a. No they are not, retail stores have the right to refuse to work on public holidays even if they do not
qualify for public holiday pay.
b. Workers are required to work on sundays, they can't say no unless its for religious purposes.
19. Are there times when retail employees can't refuse to work on public holidays or Sundays?
a. selling prepared meals (i.e., restaurants, cafeterias, cafés)
b. renting living accommodations (i.e., hotels, tourist resorts, camps, inns)
c. providing educational, recreational or amusement services to the public (i.e., museums, art galleries,
sports stadiums); and/or
d. selling goods and services that are secondary to the businesses described above and are located on
the same premises (i.e., museum gift shops, souvenir shops in sports stadiums)
20. Do employers have to tell young workers in advance if they are going to end their employment?
a. After working for 3 months, most employers must tell employees receive advance notice in writing
and/or termination pay when their employer ends their employment.
b. Three months or more but less than one year, one week's notice must be given.
c. One year or more but less than three years, two weeks' notice must be given.
d. After three years, one weeks' notice must be given for each year worked, to a maximum of eight
weeks.
e. It’s not being terminated, if she/he is only temporarily laid off.
21. How can a young worker get wages owed by an employer?
a. he or she may contact the Ministry of Labour to file a complaint.
b. The time limit for filing the complaint is 2 years.
c. Employees cannot be penalized in any way for :
i. asking the employer to comply with the ESA;
ii. asking questions about rights under the ESA;
iii. filing a complaint under the ESA;
iv. exercising or trying to exercise a right under the ESA;
v. giving information to an employment standards officer;
vi. taking, planning on taking, being eligible or being in a position to become eligible to take a
personal emergency, family caregiver, family medical, critical illness, parental, pregnancy,
reservist, organ donor, domestic or sexual violence, child death, or crime-related child
disappearance leave;
vii. being subject to a garnishment order (i.e., a court order to have a certain amount deducted
directly from wages to satisfy a debt);
viii. participating in a proceeding under the ESA or section 4 of the Retail Business Holidays
Act;
ix. refusing to take a lie detector test.
22. What if the employer does not follow the ESA?
a. call the Employment Standards Information Centre at 416-326-7160 or toll free at 1-800-531-5551
for more information about the ESA and how to file a complaint.
b. Complaints are investigated by an employment standards officer who can make the employer
compile with the ESA.