British Columbia v. British Columbia Government Service Employees' Union [1999] 3 S.C.R. 3, – called Meiorin for short – is a Supreme Court of Canada

Supreme Court of Canada

The Supreme Court of Canada is the highest court of Canada and is the final court of appeals in the Canadian justice system. The court grants permission to between 40 and 75 litigants each year to appeal decisions rendered by provincial, territorial and federal appellate courts, and its decisions...

 case that created a unified test to determine if a violation of human rights legislation can be justified as a bona fide occupational requirement

Bona fide occupational qualifications

In employment law, a bona fide occupational qualification or bona fide occupational requirement is a quality or an attribute that employers are allowed to consider when making decisions on the hiring and retention of employees—qualities that when considered in other contexts would constitute...

 (BFOR).

Background

Before Meiorin, Human Rights violations were treated in one of two ways; either as direct discrimination pursuant to the analysis in Ontario Human Rights Commission v. Borough of Etobicoke [1982] 1 S.C.R. 202, or as adverse effects discrimination pursuant to the analysis in O'Malley v. Simpson-Sears [1985] 2 S.C.R. 536. Academic writing deeply criticized this bifurcation of analysis as arbitrary and unhelpful in protecting equality rights. With the Meiorin case, the court decided to confront this criticism and refashion the analysis.

Facts

Tawney Meiorin was employed as a firefighter

Firefighter

Firefighters are rescuers extensively trained primarily to put out hazardous fires that threaten civilian populations and property, to rescue people from car incidents, collapsed and burning buildings and other such situations...

 by the British Columbia Ministry of Forests. Three years after being hired, the government adopted a series of fitness tests that all employees were required to pass. She passed all the tests except for one that required her to run 2.5 km in 11 minutes. After four attempts, her best time was 49.4 s over the minimum allowed. As a result, she was fired.

Reasoning of the Court

Though the fitness tests had a valid purpose of ensuring safety, the court found that the research that the tests were based on was incomplete and "impressionistic" and did not take into account the differences between men and women in establishing a standard.

To reach this conclusion, the court examined the previous methods of analyzing Human Rights violations, noting where they were deficient, and then proposed a new "Meiorin Test" to which the current facts are applied.

McLaughlin J. (as she was then) noted that the greatest deficiency in having two different approaches is that one afforded a greater amount of remedy than the other which provoked parties to abuse this distinction. There was the further problem that it had the overall effect of legitimizing systemic discrimination. As well, it created a dissonance between Human Rights analysis and Charter analysis

Section Fifteen of the Canadian Charter of Rights and Freedoms

Section Fifteen of the Canadian Charter of Rights and Freedoms contains guaranteed equality rights. As part of the Constitution, the section prohibits certain forms of discrimination perpetrated by the governments of Canada with the exception of ameliorative programs and rights or privileges...

.

Meiorin test

An employer can justify the impugned standard by establishing on the balance of probabilities:

1. that the employer adopted the standard for a purpose rationally connected to the performance of the job;
2. that the employer adopted the particular standard in an honest and good faith belief that it was necessary to the fulfilment of that legitimate work-related purpose; and
3. that the standard was is reasonably necessary to the accomplishment of that legitimate work-related purpose. To show that the standard is reasonably necessary, it must be demonstrated that it is impossible to accommodate individual employees sharing the characteristics of the claimant without imposing undue hardship upon the employer.

Rational Connection

In practice, this step has been shown to be easily satisfied. It is mostly used to motivate the parties to identify what the general purpose or goal of the standard is, and will only fail in the most egregious cases. This step has a close connection to the "rational connection" inquiry within the Oakes test which has been shown to have similar effect.

Good Faith

This step addresses the subjective element of test. Though it is not essential to the determination of a BFOR it captures many "direct discrimination" cases.

Undue Hardship

This step is the most decisive of them all. It must show that reasonable alternatives and accommodations have been looked into and reasonably dismissed due to "undue hardship".

Sopinka J. in Central Okanagan School District No. 23 v. Renaud

Central Okanagan School District No. 23 v. Renaud

Central Okanagan School District No. 23 v. Renaud, [1992] 2 S.C.R. 970 is a leading Supreme Court of Canada where the Court found that an employer was under a duty to accommodate the religious beliefs of employees to the point of undue hardship....

[1992] 2 S.C.R. 970 stated that "the use of the term 'undue' infers that some hardship is acceptable; it is only 'undue' hardship that satisfies this test". The exact measurement of undue hardship is the combination of a variety of factors. Wilson J. identified several in Alberta Dairy Pool including financial costs of accommodations, interchangeability of the workforce and facilities, and the interference of other employees rights.

At paragraph 65 of Meiorin, McLaughlin J. suggests six lines of inquiry to consider:

1. Has the employer investigated alternative approaches that do not have a discriminatory effect, such as individual testing against a more individually sensitive standard?
2. If alternative standards were investigated and found to be capable of fulfilling the employer's purpose, why were they not implemented?
3. Is it necessary to have all employees meet the single standard for the employer to accomplish its legitimate purpose or could standards reflective of group or individual differences and capabilities be established?
4. Is there a way to do the job that is less discriminatory while still accomplishing the employer's legitimate purpose?
5. Is the standard properly designed to ensure that the desired qualification is met without placing an undue burden on those to whom the standard applies?
6. Have other parties who are obliged to assist in the search for possible accommodation fulfilled their roles? As Sopinka J. noted in Renaud, supra, at pp. 992-96, the task of determining how to accommodate individual differences may also place burdens on the employee and, if there is a collective agreement, a union.