You will recall from the Workplace Law video Human Rights Fact Pattern: X-treme Madness, that Gail Thorel was employed as a graphic designer with a video game developer called X-treme Madness. A colleague of Ms. Thorel's, Amir Sauvey, had complained to their supervisor about Ms. Thorel loudly voicing her religious beliefs on homosexuality while at work. When their supervisor and the HR director met with Ms. Thorel and told her that her desk was being moved to a separate area and that she was no longer permitted to speak about her religious beliefs at work, Ms. Thorel stormed out of the office and filed a complaint with the Human Rights Tribunal.

Is it relevant that Ms. Thorel holds genuine and deeply held religious beliefs?

a) No, Ms. Thorel's complaint would be better filed under the Employment Standards Act, which doesn't require religious beliefs to be genuine or deeply held.

b) Yes, under the Ontario Human Rights Code, Ms. Thorel's religious beliefs must be genuine and deeply held, and must include belief in a single God, as is the case with Christian fundamentalists.

c) No, it doesn't matter how genuine or deeply held Ms. Thorel's religious beliefs are for her to make a claim under the Ontario Human Rights Code.

d) Yes, under the Ontario Human Rights Code, to qualify as a protected ground Ms. Thorel's religious beliefs must be genuine and deeply held.