Sara Parchello

The applicant filed a human rights application alleging employment discrimination based on race, colour, ancestry, and creed.

The applicant brought requests for an order during proceedings (RFOP) to add a loss prevention manager as an individual respondent and to order the production of a letter of apology.

The respondents brought an RFOP to remove an existing individual respondent.

The Tribunal granted the respondents' request to remove the individual respondent, finding no compelling reason to proceed against her individually as the corporate respondent accepted liability for her actions.

The Tribunal dismissed the applicant's request to add the loss prevention manager for similar reasons, and dismissed the document production request as premature.

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

The Tribunal scheduled a summary hearing to determine if the application had a reasonable prospect of success.

The applicant failed to attend the teleconference hearing and did not file written materials as directed.

The Tribunal reviewed the materials and found no connection between the alleged comment and the applicant's race or colour, and concluded the employer's response was reasonable.

The application was dismissed for having no reasonable prospect of success.

The applicant, who was dismissed for poor performance, alleged that his termination and a prior refusal of annual leave were discriminatory based on race, colour, ancestry, place of origin, citizenship, ethnic origin, and creed.

The Tribunal found that the applicant failed to establish on a balance of probabilities that any prohibited ground was a factor in the respondent's actions.

The evidence supported the respondent's position that the dismissal was the result of progressive discipline for poor performance.

The application was dismissed.