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The company and the union representing the workers had a collective bargaining agreement that, among other things, provided that all bargaining unit employees, “shall be obligated to perform all straight time and overtime work required of them by the company except when an employee has a substantial and justifiable reason for not working.” Approximately ten months after Dewey’s termination, the EEOC issued regulations that, for the first time, stated that Title VII’s religious discrimination prohibition included the failure of an employer to reasonably accommodate the religious needs of employees where accommodations can be made without undue hardship on the conduct of the employer’s business. Congress included the following definition of religion in its 1972 amendments to Title VII: The term ‘religion’ includes all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate an employee’s or prospective employee’s religious observance or practice without undue hardship on the conduct of the employer’s business., after a detailed review of the legislative history of the 1972 amendment, the Court determined that the intent and effect of the amendment was to make it an unlawful employment practice for an employer not to make reasonable accommodations, short of undue hardship, for the religious practices of employees and prospective employees.The Court noted that the text of the 1972 amendment did not provide guidance in making a determination as to what constituted a reasonable accommodation; thus it was left to the Court to fashion a definition of what constitutes reasonable accommodation efforts.Between 20, Ontario's visible minority population increased more than four times faster than the population as a whole.Ontario continued to be the province of choice for more that half (52.3%) of the 1.1 million newcomers who arrived in Canada between 20.The social, racial and religious fabric of Ontario is changing rapidly.The 2006 Census of Canada indicated that approximately 2.7 million Ontarians identified themselves as members of the visible minority population, representing more than half of Canada's total visible minorities.

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It is understood that all students registered in TCDSB schools acknowledge that the school community proclaims, celebrates and cherishes its Catholic identity and traditions and that staff will teach the curriculum from a Catholic perspective.Thus, students are guaranteed many opportunities to pray in and out of public school systems: A great deal of effort has historically been expended by religious believers to require prayer in the classroom during instruction time, at School Board meetings, etc.Some reasons why this is happening may be: The one place where prayer is not normally permitted is in the classroom itself when a class is in session.Policy/Program Memorandum 119 requires school boards to develop an equity and inclusive education policy which, among other things, includes a guideline on religious accommodation in accordance with the Ontario Human Rights Code.The TCDSB is committed to the values of freedom of religion and freedom from discriminatory or harassing behaviours based on religion, and will take reasonable steps to provide religious accommodations within the legal and denominational rights afforded the Catholic school system as per Section 93 of the Constitution Act of 1867.That would violate the principle of church-state separation.