Religious Accommodation. 23.4 An employee shall be entitled to special leave, in accordance with the Employer's policy for the purpose of religious accommodation of up to 2 days per year. For further clarity, the parties agree that under the Employer's policy, this leave shall be granted so long as the employee has remaining special and compassionate leave under Article 23.3.1, and the day requested qualifies as a religious holiday. The employee will attempt to give reasonable notice in respect of any leave of absence under Article 23.4. The parties agree that if the Employer’s policy is modified or requires modification, an employee shall be entitled to the application of such modification.
Religious Accommodation. The Employer will make every effort to accommodate the religious needs of its employees, including the following: 1) scheduling of breaks in accordance with the prayer schedule of the employee; 2) providing a reasonably comfortable and private location for praying with access to washing facilities; 3) allowing for adequate time for prayer and travel time between the prayer area and workspace; 4) allowing employees to use a phone, watch, or other tool to remind them of their prayer schedule; and 5) providing other accommodations as necessary.
Religious Accommodation. 34.8.1 In the case of recognized religions, wherever possible, Employees will be allowed to use days of rest, vacation credits, banked overtime, or be granted leave of absence without pay for the observance of their religious holidays.
Religious Accommodation. An employee shall be allowed to transfer any or all of the paid holidays in Clause 7.01(a) above to some other day of religious significance in their faith.
Religious Accommodation. UC 9.1 With reasonable notice, an unclassified employee is entitled to use vacation credits or is entitled to an unpaid leave of absence for the purpose of religious accommodation for an equal number of days as provided in Article 23.4.
Religious Accommodation. The Agency acknowledges its obligation to meet the requirements of the Ontario Human Rights Code with respect to religious accommodation.
Religious Accommodation. Employees shall be entitled to make reasonable rearrangements of their duties upon due notice to their immediate supervisor to permit them to observe the religious obligations and practices of their faiths.
Religious Accommodation. A staff member will may be excused from work on his or her regular day of worship and/or for breaks for religious tenets for bona fide religious reasons only if he or she presents a letter from a minister, pastor or responsible official of a religious group verifying the religious tenets that prohibit the staff member from working on that day.
Religious Accommodation. An employee will be excused from work on his or her regular day of worship for bona fide religious reasons, as stated in the Master Agreement.
Religious Accommodation. The CITY agrees to accommodate the religious beliefs of the Employees to the extent possible and as afforded the Employee under state and federal law. If a request for religious accommodation is received from an Employee, a good-faith effort will be made to accommodate the request provided the accommodation will not cause an undue hardship on the affected Department and that it will not disrupt continued operations in any manner.
