Because of Canada’s changing demographics, where most new immigrants are either non-Christian, or they hold no religion, we sometimes forget that religious accommodations at work will also include Christians, when they need some workplace adjustments. There was a time when Christians rarely needed workplace accommodations because our laws worked to favour Christians, with Sunday as an official day off and Christmas and Easter as other days off. But regardless of a person’s (legitimate) religion, if there is a need for an accommodation and the employer can accommodate, then workplace adjustments must be made. However, it’s not fair to put any “burden” on other employees, so a discussion will help.
TRY THIS:
If there’s an accommodation that impacts other employees, tell everyone about the need for the accommodation and then ask for input about how it can be done. When one employee can’t work particular hours or days, another employee may be happy to switch hours. But if that isn’t the case, find out what can be done. Some employees may have to make some adjustments themselves, but it shouldn’t lead to more work for people. If there’s grumbling, just let people know it’s the law, they shouldn’t take it out on their fellow employee and what can be done constructively to make it work.
HOW ABOUT:
“Canadian law is quite clear that if there’s a need and the ability, we must accommodate a person’s religious requirements. The law states “to the point of undue hardship” and I don’t see these simple accommodations as an “undue hardship.” That being said, it’s not our desire to add extra work for people, so let’s talk about what needs to be done to make this fair for everyone.”
Stephen Hammond, B.A., J.D., CSP
If you have any questions, please contact Stephen
