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These include: The employee is also required to be reasonable in the accommodation process.
For example, is it legitimate to require a Sikh employee to wear a hardhat for safety reasons, when such a request may violate his religious beliefs?
For example, in British Columbia Maritime Employers Assn. International Longshore and Warehouse Union, Local 500 (Dhillon Grievance), the arbitrator found that the employer was not required to allow employees to work in positions without a hard hat where one was required by policy.
While most of these differences present themselves without difficulty, occasionally, workplace rules or managerial perceptions can restrict the ability of certain employees to perform job tasks.
In these situations, an employer may be faced with a duty to accommodate those employees.