D is for Discrimination - WARNING RANT INCLUDED

I know that the Word of the Day videos have not happened in a while.
This video is a rant. I say naughty works. Not Safe for Work, Children, Old People or Penguins
In this video I will relate two events of discrimination that occurred to me yesterday.
One was in a local business.
The Other was a former friend, someone whom I have know since I had taken my Gunners Course with the Regiment in 1987 - sadly he is no longer or welcome in my life.
In the Province of Ontario Harassment is clearly defined by both the Occupational Health and Safety Act for when in the workplace, and the by the Ontario Human Rights Commission and Code when not in the workplace.
“The Code defines harassment as “engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome.” The reference to comment or conduct “that is known or ought reasonably to be known to be unwelcome” establishes both a subjective and an objective test for harassment. The subjective part is the harasser’s own knowledge of how his or her behaviour is being received. The objective component considers, from the point of view of a “reasonable” person, how such behaviour would generally be received. Determining the point of view of a “reasonable” person must take into account the perspective of the person who is harassed”
Ontario Human Rights Commission: Policy on ableism and discrimination based on disability page 23
The key portion of this is the phase “known or ought to reasonably known” The last part of the definition is important to understand correctly. The test of whether the act constituted workplace harassment, here, is objective by definition. This means that the person conducting the act cannot claim to not have known the conduct was unwelcome as a defence against an allegation. If a reasonable person is able to conclude that the act on its own was unwelcome, this would complete the definition and allegation of workplace harassment. The law here is not concerned whether the individual intended or was aware that such act was unwelcome; rather, it is the act itself that is to be considered when determining whether workplace harassment has occurred.
In addition to the same document outlines what discrimination is:
“Discrimination is often subtle. Discriminatory remarks are not often made directly, and people do not usually voice stereotypical views as a reason for their behaviour. Subtle forms of discrimination can usually only be detected after looking at all of the circumstances to determine if a pattern of behaviour exists. Individual acts themselves may be ambiguous or explained away, but when viewed as part of a larger picture, may lead to an inference that discrimination based on a Code ground was a factor in the treatment a person received. An inexplicable departure from usual practices may establish a claim of discrimination. Criteria that are applied to some people but not others may be evidence of discrimination, if it can be shown that people and groups identified by the Code are being singled out for different treatment.”
Ontario Human Rights Commission: Policy on ableism and discrimination based on disability page 22
If you notice the signs and symptoms of a stroke in your or someone around you
Balance / Co-ordination / Confusion
Eye and Vision Problems
Facial Droop
Slurred Speech
Stuttering
Inappropriate Word Usage for situation or context
Inability to stand
General Weakness or Weakness to one Body Side
Inability to properly and evenly Smile
Please Immediately place that person in a position of comfort and Dial 911
www.heartandstroke.ca/FAST
#IWillAgain #UpAgainAfterStroke #StrokeSurvivor #Strokeunder50 #FightStroke #StrokeAwareness #Stroke
You can contact me in the following methods
[e-mail]
/ assaulterstroke
Here are the articles I used to research this video: