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religious beliefs

The duty to accommodate revisited: H.T. v. ES Holdings Inc. o/a Country Herbs

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.

 

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Betting you don’t have a gambling policy

We have recently survived the Superbowl and the Oscars. Over the next few weeks you may also experience some March Madness amongst your employees. And we have all heard the story of a mega-jackpot win by a group of employees who, despite their good fortune, left their employer bereft of employees overnight.

 

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Workplace religious accommodation: A two-part obligation under human rights

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.

 

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Can you force an employee to provide proof of their religion or their religious beliefs?

Can you force an employee to provide proof of their religion or their religious beliefs? The issue of one’s religion or religious beliefs will only be relevant in the employment context when there is a request for accommodation. Typically…

 

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Slaw: Quebec public sector employees will have to exercise restraint with regard to expressing their religious beliefs

In the exercise of their functions, public sector employees will have to exercise restraint with regard to expressing their religious beliefs. The Bill creates duties of religious neutrality and restraint for public sector employees by forbidding during working hours the wearing of headgear, clothing, jewelry or other adornments which, by their conspicuous nature, overtly indicate a religious affiliation.

 

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Religious accommodation and safety issues

As we can see by this article, employees requesting a religious accommodation can sometimes conflict with safety issues.

 

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Undue hardship – myth or reality? Learn the latest!

Every employer has experience accommodating employees due to their religion, family needs, health or disability. Accommodation is a necessary practice to manage a workplace today, and it’s the law in Canada, enshrined in the Canadian Human Rights Act and various provincial statutes. But every case of accommodation is different, and interpretations of the law vary.

 

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Christmas greetings in the workplace may be offensive

You can’t say ‘Merry Christmas’ anymore—they have taken all the fun out of coming to work. What about my human rights? Wow! Where did all this negativity come from? I decided to do some research and look for the origins of this Christmas bashing and I turned up some interesting cases.

 

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Social media presenting new challenges and opportunities for people in HR

It is becoming more and more common to hear of employers “googling” prospective employees. Where a prospective employee has a significant presence on the Internet through social media, the employer may become privy to a number of facts about the prospective employee that he or she may not have known previously.

 

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Free speech v. discrimination: When workplace rules cross the line

The recent case of Friesen v. Fisher Bay Seafood and others is a great example of free speech v. discrimination, on how and when workplace rules cross the line…

 

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