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Difference between revisions of "BC Human Rights Code (6:III)"
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BC Human Rights Code (6:III) (view source)
Revision as of 07:53, 4 August 2017
, 07:53, 4 August 2017no edit summary
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=== 4. Religion === | === 4. Religion === | ||
Religious discrimination cases have helped to define several of the fundamental ideas and standards that comprise human rights law in Canada. Matters before the court have routinely addressed discriminatory incidents concerning religious faith, beliefs, customs and practices. In | Religious discrimination cases have helped to define several of the fundamental ideas and standards that comprise human rights law in Canada. Matters before the court have routinely addressed discriminatory incidents concerning religious faith, beliefs, customs and practices. In B.C., protection from discrimination based on religion is provided in the areas of employment, employment advertising, membership in a trade union, employer’s organization, or occupational association, public services, publications, tenancy and purchase of property. A claimant must show that their religious beleif or practice is sincere, but not that it is objectively required or recognized by a particular religious faith. Please refer to Friesen v Fisher Bay Seafood Limited, 2009 BCHRT 1, at para 57. | ||
The duty to accommodate has been firmly established in case law and obliges employers to accommodate the religious practices of their employees as long as doing so does not cause undue hardship. These practices may be linked to customs involving prayer, dietary restrictions, clothing requirements, and time off on religious holy days. Please refer to Renaud v. Central Okanagan School District No. 23 [1992] 2 S.C.R. 970. | |||
=== 5. Family Status and Marital Status === | === 5. Family Status and Marital Status === | ||
