Christian Horizons, a faith-based ministry, employs over 2,500 people to provide housing, care and support to over 1,400 developmentally disabled individuals, and has done so for more than 40 years. This Christian ministry, which requires its employees to sign a Statement of Faith and a Lifestyle and Morality Policy, was the subject of a human rights complaint when a staff member resigned after she felt she could no longer live according to the commitment she made when she signed the policy.

In the decision being appealed, the OHRT had ruled that Christian Horizon’s efforts were not the ministry of a religious community but rather social work and that it, as well as other faith-based bodies serving public needs on a non-discriminatory basis, could no longer require that employees share their religious beliefs and resulting service commitment. The Divisional Court ruled differently and reversed much of the OHRT’s decision.

“This is significant victory for faith-based charities across Canada. While they must clarify certain governing documents and review certain employment policies, they may largely continue to require employee compliance with both statements of faith and lifestyle and morality policies,” said Don Hutchinson, the EFC’s Vice-President and General Legal Counsel.

“We’re relieved to see the court found that the exemption provision in the Ontario Human Rights Code which permits certain charities, including religious charities, to selectively hire employees who share the same beliefs makes no private/public distinction. This means that Christian charities may continue to serve non co-religionists in society all while maintaining their internal religious ethos and integrity,” continued Hutchinson. “I’m relieved that the court recognized that the exemption exists to guarantee the right to free association in this way. This was of serious concern as the OHRT had found otherwise.”

“Of course, we are also disappointed that the Court found it reasonable for the OHRT to have concluded that Christian Horizons did not meet an objective test for a bona fide occupational requirement for Ms. Heintz’s job, but the Court was instructive as to how that situation may be corrected.”

“What does this mean for Christian charities across Canada? Well, it means that it’s time again for them to clarify their statements of faith, lifestyle policies and job descriptions for all employees in order to clearly demonstrate how compliance with both statement of faith and codes of conduct are necessary for and related to job duties.”

– 30 –

For more information or an interview contact:
Gail Reid
Director, Communications
905-479-5885, ext. 227
Cell: 647-227-3464
[email protected]