Good Friday, observed on April 14 this year, is a statutory holiday recognized across Canada. Also, Easter Sunday, observed on April 16 this year, is a retail holiday in some provinces and territories. Regarding Easter Monday, the Federal Government, as well as certain federally regulated workplaces, recognize the day as a statutory holiday. Although, this may not necessarily be the circumstance for the provinces and territories.
In Pourasadi v Bentley Leathers Inc., the Human Rights Tribunal found that accommodating a store manager by permitting the employee not to assist customers was not required, since assisting customers was an essential duty of her position.
The duty to accommodate presents itself to employers in many forms. While the most common accommodation involves a disability, often there are other grounds for accommodation that an employer must address as illustrated in H.T. v. ES Holdings Inc. o/a Country Herbs.
Good Friday, observed on March 25, 2016, is a Christian religious and statutory holiday recognized across Canada. Easter Sunday, observed on March 27, 2016, is a Christian religious holiday as well as a retail holiday, in some provinces and territories.
Under the Human Rights Code (Ontario), the duty to accommodate in the workplace is a two-part obligation. Employers who do not make at least a reasonable effort to comply with this obligation can find themselves having to pay a financial price. This was the reality in Qureshi v. G4S Security Services, 2009.
On Friday April 18, 2014, also known as Good Friday, employees across Canada get a day off with regular pay or public holiday pay.
Two recent cases dealing with requests for accommodation have put the challenge of balancing competing interests in the forefront of public discussion.
On Friday March 29, 2013, also known as Good Friday, employees across Canada get a day off with regular pay or public holiday pay (depending on the jurisdiction).
On January 15, 2013, the European Court of Human Rights (ECHR) in Strasbourg released its ruling in the cases of four Christian employees who argued that they suffered from discrimination and that their employers encroached upon their right to religious freedom at work. . . .
The Ontario Human Rights Commission issued a release recently to notify the public about an upcoming update to its policy on creed and accommodation of religious observances. The policy was created 15 years ago and is now due to be reviewed and amended to reflect the current demographics in Ontario. Public feedback is being collected to inform the new policy – yes, this means you.
An interesting human rights case is making its way to the European Court of Human Rights, where the British government is set to defend the right of employers to ban employees from wearing the cross at work as it is not a “requirement” of the Christian faith.
Every year we get comments from subscribers around the Christmas and Good Friday holidays about why Canada still uses these Christian religious holidays as statutory (public) holidays when they are trying to promote an image of multiculturalism. I am anticipating the same comments as Good Friday approaches…
The Ontario Human Rights Commission (OHRC) has invited citizens to submit short papers (six to eight pages) toward a dialogue on human rights, specifically relating to religious belief and practice as shaped by the Ontario Human Rights Code and the Canadian Charter of Rights and Freedoms.