In the era of the "sandwich generation", many employees are balancing work with significant family obligations – caring for children, aging parents, or both.
Many employers seeking to retain valued employees have been considering and implementing temporary or even permanent flexible work arrangements in an effort to assist employees in balancing their work and family responsibilities.
Muslim employees seeking accommodations to wear hajibs, to set aside time or space for daily prayer, or to perform ablutions before prayers; or, in meatpacking plants, to abstain from handling pork, often meet with antagonism from employers and co-workers. We will briefly examine the post-9/11 history of workplace accommodations of Islamic religious customs., or headscarf, is for many Muslim females a visible expression of their faith, piety or modesty, and represents a tangible manifestation of their religious identity.The prohibition against discrimination in employment on the basis of family status is not new.In Section 13 of the Human Rights Code, family status has long been included as one of the prohibited grounds for discrimination in employment.The clinic’s management objected, explaining to her that given the nature of the pediatric practice and the reasonable desire of child patients and parents to see the face of the medical staff providers, it could not approve wearing of a full headpiece. [the company] to assume that since the plaintiff was a Muslim it was obvious that he could not touch pork.” 2007 U. Management told the employee however, that it would consider what reasonable accommodations could be made to its dress code policy.
BC Courts and the BC Human Rights Tribunal have not generally been receptive to these complaints, holding that a complaint of family status discrimination will not succeed in the usual case of an employee experiencing a conflict between work and family obligations.