Can hospitals run by trusts discriminate based on religion in India Suppose there's a hospital run by any trust. It gives free medicines to patients belonging to a particular religion and other patients have to pay for their medicines. However, India is a secular country with the right to protection against discrimination based on religion. Is this legal? If yes then what are the circumstances under which this is legal with respect to the nature of the trust, religion (minority or majority), type of the service provided, etc
Article 15 of the Indian Constitution states that &quot;The State shall not discriminate against any citizen on grounds only of religion, race, caste, sex or any of them&quot;, thus a government hospital could not discriminate based on religion. There are also specific statutory non-discrimination mandates such as The Equal Remuneration Act 1976, The Maternity Benefit Act 1961, The Rights of Persons with Disabilities Act 2016, primarily addressing matters of employment. The HIV/AIDS (Prevention and Control) Act prohibits discrimination based on HIV/AIDS status in the realm of employment, service accommodations, property rentals, and insurance. But India does not have a comprehensive law that outlaws discrimination on religious grounds that applies to private parties. The protection offered by law is solely protection against the government.
There are two kinds of evidence for discrimination. The primary evidence is direct, that is, statements by an employer, for example "We need to make sure not to hire a ___ for this position". The act of hiring a person that has a certain demographic property is never evidence for discrimination, because discrimination law treats all races and religions (etc) the same, so hiring a European is not intrinsically discriminatory, nor is hiring an African or Asian. Discrimination is also not defined in terms of the sameness or difference of an employee and a supervisor. Another possibility w.r.t. a discrimination claim is demonstrating a discriminatory pattern. However, the law does not demand exact proportional representation of all protected demographic classes. It is possible that certain circumstances would be compelling enough that illegal discrimination could be established, but this would require showing a pattern, and would not be useful in an individual action. There is no law requiring employers to be up-front about hiring decisions. There is also no law requiring posting a job (I assume this is not a government job), and no law requiring consideration of more than on candidate. It might be contrary to company policy. This is not murky from a legal perspective, even if it is scummy from an HR perspective.
(For a definitive answer, consult an employment attorney). According to the federal Equal Opportunity Employment Commission, in general, An employee cannot be forced to participate (or not participate) in a religious activity as a condition of employment. This requirement comes from Title VII of the Civil Rights Act of 1964. Answer 14 on this page elaborates: Some private employers choose to express their own religious beliefs or practices in the workplace, and they are entitled to do so. However, if an employer holds religious services or programs or includes prayer in business meetings, Title VII requires that the employer accommodate an employee who asks to be excused for religious reasons, absent a showing of undue hardship. Similarly, an employer is required to excuse an employee from compulsory personal or professional development training that conflicts with the employee’s sincerely held religious beliefs or practices, unless doing so would pose an undue hardship. It would be an undue hardship to excuse an employee from training, for example, where the training provides information on how to perform the job, or how to comply with equal employment opportunity obligations, or on other workplace policies, procedures, or legal requirements. So the questions would be: Is the activity in question a &quot;religious service or program&quot;? This might be ambiguous, and you might have to consult an employment attorney for a more informed opinion. Does it &quot;conflict with your sincerely held religious beliefs or practices&quot;? Would it be an &quot;undue hardship&quot; for the employer to excuse you? Note that this law might not apply to employers with fewer than 15 employees. It also doesn't apply if you work for an employer such as a church, or a religiously affiliated hospital or educational institution, or the like.
I will assume B.C. as your specific jurisdiction: there could be provincial differences. As phoog says, you certainly may mention this problem to management, who have an interest in keeping you happy. No law against that. As for the "legality" of sexual harassment, the CBA BC branch says that "Sexual harassment, which is discrimination based on sex, is illegal under the BC Human Rights Code". It is interesting to see what the code actually says. Section 8 Discrimination in accommodation, service and facility says (1) A person must not, without a bona fide and reasonable justification, (a) deny to a person or class of persons any accommodation, service or facility customarily available to the public, or (b) discriminate against a person or class of persons regarding any accommodation, service or facility customarily available to the public because of the race, colour, ancestry, place of origin, religion, marital status, family status, physical or mental disability, sex, sexual orientation or age of that person or class of persons. The question is whether using the term "babe" constitutes discrimination against a person regarding service because of sex. This article on the Law Society of BC web site specifically identifies "verbal harassment" as an instance: Verbal harassment – This comes from anyone within the firm and or other workplace or a person who does business with the firm or company. Some examples are: referring to an adult as a babe, honey, girl or stud; whistling at someone; turning work discussion to sexual topics; asking personal questions of a sexual nature; making sexual comments about a person’s clothing, anatomy or looks; or asking someone repeatedly for dates and refusing to take no for an answer. (emphasis added). In case you're thinking that maybe there's a difference in what the code says regarding services and what it says regarding employment, section 13 Discrimination in Employment says: (1) A person must not (a) refuse to employ or refuse to continue to employ a person, or (b) discriminate against a person regarding employment or any term or condition of employment because of the race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation or age of that person or because that person has been convicted of a criminal or summary conviction offence that is unrelated to the employment or to the intended employment of that person. In other words, it is defined simply in terms of "discrimination", which means "making a distinction". It is known that unwanted sexual advances constitute illegal discrimination, see Janzen v. Platy Enterprises Ltd. [1989] 1 SCR 1252. The court found that Sexual harassment is a form of sex discrimination. Sexual harassment in the workplace is unwelcome conduct of a sexual nature that detrimentally affects the work environment or leads to adverse job‑related consequences for the victims of the harassment. They did not, however, find that this is the only form of sexual discrimination (obviously, since it isn't). I can't point to case law indicating whether gender-biased expression are actionable, but that would be consistent with the letter of the law and "babe" is indeed an example cited in the Law Society article.
In the US, it depends on why you are doing this, and how you go about performing the operation. There are approved devices and procedures, and there is the other stuff. In an emergency that is life-threatening or threatens severe debilitation, it is permitted for a physician to try an extreme measure – if the state has a "Right to Try" law. Otherwise, a review and official approval by the relevant IRB is required. The devices are regulated by the FDA, but the FDA does not regulate the practice of medicine, so the feds don't have a say in whether a procedure is allowed. Nevertheless, use of unapproved devices can be taken to be evidence of failing to meet the required standard of care, in the case of a malpractice suit or punitive action by the state regulatory board. There is no specific law prohibiting removing lots of organs and replacing them with prostheses, though arguable what happened was that the brain was removed (it's not that a replacement shell was built around the person). Ordinarily, intentionally "killing" a person is illegal (except in case of sanctioned execution or self-defense). There is zero case law that would tell us whether removing a brain from a body "kills" the person. Most likely, there would be a prosecution for unlawfully causing a death, and either the legislature would tune up the law w.r.t. the definition of "causing death", or the courts would do so.
None because the principle is Freedom to contract There is a general right of any being (natural like a person or even a company) to contract with anyone. Buying someone's service is a contract. A contract forms when: They offer something You offer something Both sides agree on it. (meeting of the minds) It is totally legal for a company to make wears a mask in our place of business a part of either being admitted onto the property or agreeing to contract with you. Noncompliance means as a result that they don't agree to serve you and don't offer to you. In fact, they explicitly reject to contract with you unless you wear a mask, which is their right unless there is a law that would specifically make that reason illegal. There are laws that reduce the freedom of contract, such as the civil right act (protected classes, such as religion, race, sex and more), the Americans with disabilities act (demanding reasonable accommodation), and labor laws (outlawing labor practices or limiting the amount of work or minimum payment) as well as anti-discrimination laws (establishing further classes). However note, that laws need to be written in such a way that they don't discriminate against the company either! One case where freedom to contract was attacked using an anti-discrimination law was Masterpiece Cakeshop - which was decided on first amendment grounds based on the rights of the owner: the law can't force someone to make a product he would not support the message of. Currently, there might only be some ordinance that bans mask policies in Texas, but it is dubious if that might be even an enforceable order from the Texas governor - Especially since OSHA just made adjustments to standards and mandates on the federal level - which include adjustments to respiratory protection fields.
It means what it says The person who owns the land has a right to a seat in the parish church and, if there are not enough seats then they get one and other people have to stand. This is all pretty archaic but it stems from English law where parishes were geo-political and not just religious. Who got to sit was decided by the church-wardens and parishioners had a right to a seat without payment - visitors could be charged. However, some parishioners had an additional right by virtue of their office or landholding to a seat before other parishioners. The United States is in some ways a legal “time capsule”. Many common law countries have progressively codified the common law which tends to “fossilise” the law since judges are no longer able to say “well, that was a sensible law then but it’s clearly outdated so I’m changing it”. Since the United States did this earlier and harder than most other jurisdictions and has a natural progression back in time from the west to the east you get these lovely little anachronisms.
Very briefly, holding political views or having political party affiliations simply do not give a person inclusion in a protected group (Wikipedia) when it comes to federal law. Protected classes do include • Race – Civil Rights Act of 1964 • Religion – Civil Rights Act of 1964 • National origin – Civil Rights Act of 1964 • Age (40 and over) – Age Discrimination in Employment Act of 1967 • Sex – Equal Pay Act of 1963 and Civil Rights Act of 1964 • The Equal Employment Opportunity Commission interprets 'sex' to include discrimination based on sexual orientation and gender identity • Pregnancy – Pregnancy Discrimination Act • Citizenship – Immigration Reform and Control Act • Familial status – Civil Rights Act of 1968 Title VIII: Housing cannot discriminate for having children, with an exception for senior housing • Disability status – Rehabilitation Act of 1973 and Americans with Disabilities Act of 1990 • Veteran status – Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Uniformed Services Employment and Reemployment Rights Act • Genetic information – Genetic Information Nondiscrimination Act (Many state laws also give certain protected groups special protection against harassment and discrimination.) In the US, political beliefs are one's own to choose and participate in, mostly due to the First Amendment to the United States Constitution (Wikipedia): Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble...