Accommodating religious beliefs and practices in the workplace canada
In recent months, however, Ariens decided not to accommodate special prayer breaks, requiring instead that workers only leave their assembly-line positions during their two 10-minute breaks per shift.
Ariens Company, a manufacturer of lawn mowers and snowblowers, previously had allowed 53 Somali immigrant Muslim production workers to leave their work stations to pray at times required by their faith.
From Busby's perspective, the situation involving the request from the Hindu priests doesn't appear to enter into the realm of creating an undue hardship.
But she says there is a different principle that could apply in such a situation, and that is whether the accommodation made is "contrary to fundamental Canadian values." "That's a trickier question I think, and it's something that's not well defined in law." She also suggests the airport case is somewhat similar to one that arose at York University in Toronto earlier this year.
The issue has attracted the attention of the news media as well as advocacy groups, including the Council on American-Islamic Relations. Religious Discrimination Prohibited Title VII and the Colorado Anti-Discrimination Act (CADA) both prohibit employment discrimination on the basis of religion.
These laws protect against offering less favorable terms or conditions of employment, such as pay, job assignments, promotions, training, fringe benefits, etc., as well as prohibiting workplace harassment and retaliation based on religion.
"A female customer who wears a veil for religious reasons could be allowed to unveil in privacy and have her photo taken by a female customer service representative," says Vukets.