Consideration must be made when an employee’s child-care arrangements are of such a nature that a duty to accommodate status is triggered. Breast feeding or the care of a disabled child are two circumstances which may give rise to a claim. Accommodation does not include regular childcare needs.
Articles of faith which are clear and unambiguous and state the potential consequences for the member if they contribute to or are part of a union, or have strict requirements of its members as to when the employee must not work, or must fulfill a religious obligation. There are a variety of religions which have restrictions, and each will be reviewed on an individual basis.