Alix P. Herber

The applicant filed a human rights application alleging discrimination in employment on the basis of colour and disability against her employer, First Canada ULC, its employees, and the administrator of its short-term disability plan, Manulife.

The respondents requested dismissal on jurisdictional grounds.

The Tribunal found that First Canada's Barrie Transit Branch is functionally integrated with its interprovincial transportation business, making it a single federal undertaking outside provincial human rights jurisdiction.

The Tribunal also dismissed the application against Manulife, as it merely administered a self-insured plan for the employer and no specific allegations of discrimination were made against it.

The applicant filed a human rights application alleging discrimination in employment on the basis of race, colour, and age.

A summary hearing was scheduled to determine if the application had a reasonable prospect of success.

The applicant failed to file required materials and sent an email after business hours the day before the hearing requesting an extension or withdrawal due to address issues.

The applicant did not attend the hearing.

The Tribunal dismissed the application due to the applicant's failure to attend, noting the prejudice to the respondents and the Tribunal's process.

The applicant filed a human rights application but failed to attend the scheduled Case Resolution Conference and failed to file required disclosure materials.

The respondents attended and requested that the application be dismissed.

The Tribunal found that the applicant had received proper notice of the conference and dismissed the application due to her failure to attend and pursue the proceeding.

The appellant employer appealed a trial judgment finding it lacked just cause to terminate the respondent employee.

The employee, a senior manager, had arranged for a company supplier to construct a fence and pool at his home but failed to document payment as required by the employer's Integrity Code.

The Court of Appeal allowed the appeal, finding the trial judge erred in interpreting the Code.

The employee's failure to document payment and the resulting conflict of interest compromised the employment relationship, providing just cause for termination.