Union blog’s sexist comments about manager constitutionally protected, not discriminatory, says court
by Nicole Singh
Canadian tribunals have consistently ruled that communications by employees on social media can be viewed as an extension of the workplace. Improper communication on such platforms can therefore be considered a form of workplace discrimination under Canadian human rights laws. Discipline or termination can sometimes be appropriate.
However, in the decision Taylor-Baptiste v. Ontario Public Service Employees Union, a union official’s sexist and offensive blog posts about his manager were found to not constitute discrimination under Ontario’s Human Rights Code. Instead, the comments in the blog posts were protected by his constitutional free speech and associational rights under the Canadian Charter of Rights and Freedoms.