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duty to accommodate in the workplace

By Kevin Sambrano, Sambrano Legal Services | 3 Minutes Read May 26, 2016

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.

Article by Kevin Sambrano, Sambrano Legal Services / Employee Relations, Human Rights, Payroll, Union Relations / adverse discrimination, BFOR, constructive discrimination, creed, discrimination, duty to accommodate, duty to accommodate in the workplace, employment law, Human Rights in employment, human rights legislation, Kevin Sambrano, mandatory training, Meiorin, Ontario Human Rights Tribunal, policies and procedures, prima facie discrimination, religious accommodation, religious beliefs, termination, undue hardship

By Kevin Sambrano, Sambrano Legal Services | 3 Minutes Read April 25, 2014

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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