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This past month, my colleagues and I have been thinking and writing a lot about religious and cultural observances in the workplace and with Passover around the corner, I thought it would be timely to address how this very important Jewish holiday intersects with the law of religious accommodation. In a couple of weeks, Jews
March 31, 2014 marks the 10th anniversary of the Bill C-45 amendments to the Criminal Code of Canada which had the effect of broadening the scope of criminal liability for organizations, senior officers and management in relation to occupational health and safety matters. Specifically, Bill C-45 redefined the terms “every one”, “person” and “owner” to include
In the recent case of Islam v. Big Inc., 2013 HRTO 2009 (CanLII), the Human Rights Tribunal of Ontario ruled that a Toronto restaurant, Le Papillion on the Park (the employer), created a poisoned work environment by: a) forcing three Muslim restaurant workers to eat pork despite knowing that it was against their religious beliefs
Today is Persian New Year – or Nowruz. While the weather outside may not reflect it (just yet) – Nowruz is meant to symbolize the coming of Spring, and marks the beginning of the year in the Persian calendar. Given that there are an estimated 121,510 Persians living in Canada, with close to 50,000 living
Last year, St. Patrick’s Day fell on a Sunday; and the year before, on a Saturday. In other words, for the past two years, St. Patrick’s Day has been well-timed from a reveller’s perspective. This year, most Canadians (apart from our friends in Newfoundland & Labrador, who enjoy March 17 as a statutory holiday) will
Recently my colleague and I had the opportunity to travel to Iqaluit, Nunavut in order to provide workplace investigation training. As part of my preparation for our trip, I was introduced to the concept of Inuit Qaujimajatuqangit, a term for Inuit traditional knowledge and information that is passed down through oral history, customs and traditions.
Recently, my colleagues and I spoke about the challenges of religious accommodation in the workplace. While I would describe each of us as reasonably culturally-aware, my colleagues and I professed (innocent) ignorance surrounding the specific products and costs involved in accommodating certain religious requests, such as installing foot-washing stations to facilitate Wudu or providing a
By July 1, 2014, all employers operating in the Province of Ontario – regardless of their industry sector, and regardless of their size – must have met the requirement to provide their workers and supervisors with occupational health and safety awareness training, pursuant to Ontario Regulation 297/13. That Regulation came into effect in November of
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