Mandy Wojcik

The applicant filed a human rights application alleging failure to accommodate a disability.

The respondent and the applicant's union requested that the application be deferred pending the resolution of three ongoing grievances concerning the same subject matter.

The union also requested intervenor status.

The Tribunal declined to defer the application, noting the lack of information regarding the progress or hearing dates of the grievances, making duplication of proceedings unlikely at this stage.

The Tribunal granted the union's request to intervene, finding it had the requisite interest in the application.

The Ontario College of Teachers brought disciplinary proceedings against a member for professional misconduct relating to the inappropriate physical discipline of students over several years.

The member pleaded no contest to the allegations, admitting to incidents including hitting a student, blowing a whistle loudly near a student, and demonstrating an exaggerated spanking motion.

The Discipline Committee found the member guilty of professional misconduct.

Given the member's history of similar conduct despite previous warnings, suspensions, and courses, the Committee ordered a reprimand, a three-month suspension of his teaching certificate, completion of an anger management course, and publication of the decision including the member's name.

The applicant alleged that her employer failed to properly respond to her complaints of sexual harassment by a co-worker, that her union discriminated against her in its representation, and that her subsequent termination was a reprisal for enforcing her human rights.

At the conclusion of the applicant's evidence, the respondents brought a non-suit motion.

The Tribunal dismissed the application, finding that the applicant failed to establish a prima facie case.

The evidence showed the employer took reasonable steps to investigate and address the harassment complaints, the union provided appropriate representation, and the termination was due to the applicant's failure to provide medical documentation for an unauthorized leave of absence, not reprisal.

The Ontario College of Teachers brought a motion seeking leave to withdraw the allegations of professional misconduct set out in the Notice of Hearing against the member.

Upon consent of the parties, the Discipline Committee granted the motion and authorized the withdrawal of the allegations.

The Ontario College of Teachers brought disciplinary proceedings against a member for alleged sexual abuse and professional misconduct after a student stayed at his home and shared his bed.

The Discipline Committee found the student's testimony regarding sexual abuse to be inconsistent and unreliable, while the member's testimony was credible.

The Committee dismissed the allegations of sexual abuse.

However, the Committee found the member guilty of professional misconduct for failing to maintain professional boundaries by sharing a bed with the student, which contravened the standards of the profession.

The member was reprimanded and ordered to complete a course on professional boundaries.

The Ontario College of Teachers alleged that the Member, a Native studies teacher, sexually abused a student who stayed overnight at his home and engaged in professional misconduct by allowing the student to sleep in his bed.

The Discipline Committee found the student's testimony regarding sexual abuse lacked credibility and dismissed those allegations.

However, the Committee found that the Member committed professional misconduct by failing to maintain professional boundaries and standards, as allowing a visiting student to share his bed was inappropriate and contrary to societal norms.

The Member was reprimanded and ordered to complete a course on boundary violations.

The applicants, five firefighters, filed human rights applications alleging discrimination based on disability.

In this interim decision, the Tribunal addressed several preliminary motions.

The Tribunal dismissed the applicant's motion to remove the union's legal counsel, finding no prior solicitor-client relationship existed.

The Tribunal also dismissed the respondents' motion to disqualify the applicants' unlicensed representative, finding he fell within the 'unpaid friend' exemption under the Law Society Act and his representation did not constitute an abuse of process.

Finally, the Tribunal declined to consolidate the five applications, as each raised unique factual issues regarding the duty to accommodate.

The applicant filed a human rights application alleging sexual harassment by a co-worker and failure to respond by her employer and union.

She subsequently filed requests for an order during proceedings to amend her application to include an allegation of reprisal, claiming she was wrongfully dismissed for filing the application and seeking $150,000 in damages.

The Tribunal found that the applicant's materials sufficiently identified the basis for her request to amend and directed the respondents to file their responses to the request.

The Ontario College of Teachers alleged that the Member was incompetent based on two unsatisfactory performance appraisals conducted over a four-month period.

The parties submitted an Agreed Statement of Facts and a joint submission on penalty.

The Discipline Committee dismissed the allegation, finding that unsatisfactory performance appraisals alone, without corroborating evidence such as lesson plans or student evaluations, were insufficient to prove incompetence under the Act.

The Member faced allegations of professional misconduct and incompetence following three unsatisfactory performance appraisals.

The College withdrew the professional misconduct allegations.

The Member pleaded no contest to the allegation of incompetence, admitting to deficiencies in classroom management, lesson planning, and assessment practices.

The Discipline Committee accepted the plea and the joint submission on penalty, ordering that terms, conditions, and limitations be placed on the Member's certificate, including requirements to complete specific courses and undergo performance appraisals upon returning to teaching.

The Member faced allegations of professional misconduct for physically and verbally abusing students and sexually harassing a student teacher.

The Member pleaded no contest and agreed to a statement of facts.

The Discipline Committee found the Member guilty of professional misconduct.

The Committee ordered a one-year suspension of the Member's certificate, completion of a course on boundary issues, and publication of the decision with the Member's name.

The member pleaded no contest to allegations of professional misconduct involving inappropriate physical contact and verbal comments toward students.

The Discipline Committee found the member guilty of professional misconduct for failing to maintain the standards of the profession, physical abuse, and conduct unbecoming a member.

The Committee ordered a reprimand, completion of a course on appropriate boundaries, and publication of the decision in summary form without the member's name.

The member, a Grade 8 teacher, pleaded no contest to allegations of professional misconduct.

The member had used a storage cupboard as a disciplinary strategy, isolating students, and distributed a math assignment containing offensive questions referencing criminal activities and sexual content.

The Discipline Committee accepted the agreed statement of facts and found the member guilty of professional misconduct.

The Committee ordered a reprimand, the completion of a professional ethics course, and publication of the decision in summary form without the member's name.

The member pleaded no contest to allegations of professional misconduct, including using inappropriate language, making negative and racialized comments, and making inappropriate physical contact with students.

The Discipline Committee found the member guilty of professional misconduct.

The penalty included a reprimand, a requirement to complete a course on appropriate boundaries, and publication of the summary without the member's name.

The applicant filed a human rights application alleging sexual harassment by a co-worker and discrimination by her employer and union in their response.

The applicant sought to amend her application to add an allegation of reprisal, which the Tribunal granted.

The union requested early dismissal under s. 45.1 of the Human Rights Code, arguing that an internal employer investigation and a potential complaint to the Ontario Labour Relations Board constituted other proceedings that appropriately dealt with the substance of the application.

The Tribunal denied the request, finding that an internal employer investigation is not a 'proceeding' within the meaning of s. 45.1 and that the mere possibility of another avenue is not a basis for dismissal.

The member, an occasional teacher, pleaded no contest to allegations of professional misconduct for inappropriately touching students on multiple occasions while attempting to redirect them, despite previous warnings and a classroom management course.

The Discipline Committee accepted the joint submission on penalty, ordering a reprimand, completion of a course on appropriate boundaries, and publication of the decision with the member's name.