MUTUAL ACCOMMODATION OF RELIGIOUS DIFFERENCES IN THE WORKPLACE – A JOSTLING OF RIGHTS

In and of itself a constitutional democracy is meaningless. It is the extent to which our rights as individuals in a pluralistic society are given effect and respected that brings to life the constitutionally enshrined values and principles. Religious diversity in a secular society acts as a catalyst of ingredients for conflict in the workplace. Specific legislation has been enacted to give effect to the right against unfair discrimination. Our courts have implemented and interpreted such equality legislation as imposing a duty of accommodation on the employer with regards to the employee’s religion. Our labour-law jurisprudence on transfers of business has recognized a duty offairness that cuts both ways in favour of the employee and employer. In operational requirement exercises the co-operation of both parties is required. In Canada, a duty of mutual accommodation has been utilized in religious discrimination cases. The current duty of accommodation should be extended to include a duty of mutual accommodation given that religious pluralism is a phenomenon affecting both employee and employer, thus enjoining both parties to engage in realistic measures to embrace diversity.

Reasoning About Measurements

This chapter explains the approach of ‘operationalism’, which in a physical theory admits only concepts associated with concrete experimental procedures, and lays out its consequences for propositions about measurements, their logical structure, and states. It illustrates these with toy examples where the ability to perform measurements is limited by design. For systems composed of several constituents this chapter introduces the notions of composite and reduced states, statistical independence, and correlations. It examines what it means for multiple systems to be prepared identically, and how this is represented mathematically. The operational requirement that there must be procedures to measure and prepare a state is examined, and the ensuing constraints derived. It is argued that these constraint leave only one alternative to classical probability theory that is consistent, universal, and fully operational, namely, quantum theory.

Review of DC Offset Compensation Techniques for Grid Connected Inverters

<p><strong></strong>Limitations of DC injection into the AC network is an important operational requirement for grid connected photovoltaic systems. There is one way to ensure that this issue needs a power transformer as a connection to the AC network. However, this solution adds cost, volume, mass, and power losses. Ideally there shouldn't be any DC at the output of the inverter, but practically, a small amount of DC current is present. Therefore, in this paper there are techniques for the DC offset elimination are proposed. Some have drawbacks which was treated by another technique. Also there are best solutions for eliminating DC offset as in section 17, and 18 as it explains how to reduce the DC offset in a transformerless operation with reducing the power losses, mass and the cost effect.</p>

Analysis of the motion characteristics of Marine Mecanum transport platform

This paper analyzes the shortage of unmanned systems in the traditional operation mode from the operational requirement of future war to unmanned systems, and puts forward the ship Mecanum transport platform.

Automatically unfair and operational requirement dismissals: Making sense of the 2014 amendments

This article explores the concept of the automatic unfair dismissal that is regulated in s 187(1)(c) of the Labour Relations Act, where the reason for the dismissal is to "compel the employee to accept a demand in respect of any matter of mutual interest". This provision raised important questions of law, as it brought to the fore the conflict that existed between this provision and sections 188(1)(a)(ii) and 189 of the LRA, which permits dismissals for operational requirements. This dichotomy was dealt with by the court in Fry's Metals, but the decision was controversial and faced criticism. The decision of the court was consequently rendered incorrect, resulting in the amendment to s 187(1)(c), which now reads that a dismissal is automatically unfair if the reason for the dismissal is a refusal by employees to accept a demand in respect of any matter of mutual interest between them and their employer. However, it is doubtful whether the amended provision provides a solution to the contradiction that exists. Resultantly, this article seeks to critique the amendment and to make recommendations regarding the regulation of this part of labour law.