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religious accommodation

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 4 Minutes Read April 9, 2020

Good Friday, Easter and Passover in 2020

Good Friday and Easter Sunday coincide with the Jewish observance of Passover in 2020. Easter and the holidays that are related to it are moveable feasts in that they do not fall on a fixed date in the Gregorian or Julian calendars which follow only the cycle of the sun; rather, their dates are determined on a lunisolar calendar similar to the Hebrew calendar. It has come to be the first Sunday after the full moon that occurs on or soonest after 21 March, but calculations vary in East and West.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll, Union Relations / COVID-19, Easter, employment law, Good Friday, Public Holiday, religious accommodation, Statutory Holiday, Time off with pay Leave a Comment

By Cristina Lavecchia | 2 Minutes Read April 13, 2017

Good Friday, Easter and Passover in 2017

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.

Article by Cristina Lavecchia / Employee Relations, Employment Standards, Human Rights, Payroll, Union Relations / duty to accommodate, Easter, Easter Monday, Easter Sunday, employment law, Good Friday, Passover, Public Holiday, Public Holiday Pay, religious accommodation, religious observances, Retail Business Holidays Act, retail holiday, Shop's closing act, Statutory Holiday, Statutory holiday pay

By Devry Smith Frank LLP | 4 Minutes Read August 24, 2016

Workplace accommodation has limits

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.

Article by Devry Smith Frank LLP / Employee Relations, Employment Standards, Health and Safety, Human Rights, Union Relations / accommodation policy, childcare obligations accommodation, duty to accommodate, employer's duty to accommodate, employment law, Family Status Accommodation, human rights code, human rights tribunal, mental illness accommodation, point of undue hardship, Pourasadi v Bentley Leathers Inc., religious accommodation, undue hardship, Workplace Safety and Insurance Board, wsib

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