City of Greater Sudbury Employees & Residence Against Releasing Medical Information & Receiving Treatment for COVID-19

  1. We understand the impact of COVID-19 and will continue to follow social distancing & sanitization measures when at home, in public and in our work environment.  However, the release of our medical information is illegal and goes against the Human Rights Act (See reference below)

This petition is signed by vaccinated and non-vaccinated individuals who strongly believe the right to keep our medical information private, including employees who have received the vaccine AND who have already completed and submitted the "Vaccination and Disclosure Form" (created by the City of Greater Sudbury) in fear of losing their job OR unwillingly being placed on an unpaid leave of absence, therefore not being able to support themselves or their families.

Reference:

Canadian Human Rights Act

Short Title

Marginal note:Short title

1 This Act may be cited as the Canadian Human Rights Act.

1976-77, c. 33, s. 1

Purpose of Act

Marginal note:Purpose

2 The purpose of this Act is to extend the laws in Canada to give effect, within the purview of matters coming within the legislative authority of Parliament, to the principle that all individuals should have an opportunity equal with other individuals to make for themselves the lives that they are able and wish to have and to have their needs accommodated, consistent with their duties and obligations as members of society, without being hindered in or prevented from doing so by discriminatory practices based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.

R.S., 1985, c. H-6, s. 2

1996, c. 14, s. 1

1998, c. 9, s. 9

2012, c. 1, s. 137(E)

2017, c. 3, ss. 9, 11, c. 13, s. 1

Previous Version

PART IProscribed Discrimination

General

Marginal note:Prohibited grounds of discrimination

3 (1) For all purposes of this Act, the prohibited grounds of discrimination are race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.

Marginal note:Idem

(2) Where the ground of discrimination is pregnancy or child-birth, the discrimination shall be deemed to be on the ground of sex.

Marginal note:Idem

(3) Where the ground of discrimination is refusal of a request to undergo a genetic test or to disclose, or authorize the disclosure of, the results of a genetic test, the discrimination shall be deemed to be on the ground of genetic characteristics.

R.S., 1985, c. H-6, s. 3

1996, c. 14, s. 2

2012, c. 1, s. 138(E)

2017, c. 3, ss. 10, 11, c. 13, s. 2

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Employment

7 It is a discriminatory practice, directly or indirectly,

(a) to refuse to employ or continue to employ any individual, or

(b) in the course of employment, to differentiate adversely in relation to an employee,

on a prohibited ground of discrimination.

1976-77, c. 33, s. 7

1980-81-82-83, c. 143, s. 3(F)

Marginal note:Employee organizations

9 (1) It is a discriminatory practice for an employee organization on a prohibited ground of discrimination

(a) to exclude an individual from full membership in the organization;

(b) to expel or suspend a member of the organization; or

(c) to limit, segregate, classify or otherwise act in relation to an individual in a way that would deprive the individual of employment opportunities, or limit employment opportunities or otherwise adversely affect the status of the individual, where the individual is a member of the organization or where any of the obligations of the organization pursuant to a collective agreement relate to the individual.

(2) [Repealed, 2011, c. 24, s. 165]

(3) [Repealed, 1998, c. 9, s. 12]

R.S., 1985, c. H-6, s. 9

1998, c. 9, s. 12

2011, c. 24, s. 165

Previous Version

Marginal note:Discriminatory policy or practice

10 It is a discriminatory practice for an employer, employee organization or employer organization

(a) to establish or pursue a policy or practice, or

(b) to enter into an agreement affecting recruitment, referral, hiring, promotion, training, apprenticeship, transfer or any other matter relating to employment or prospective employment,

that deprives or tends to deprive an individual or class of individuals of any employment opportunities on a prohibited ground of discrimination.

R.S., 1985, c. H-6, s. 10

1998, c. 9, s. 13(E)


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