Adopt a time off policy that accommodates diverse cultural traditions and holidays
See below on this page for details about how to complete this commitment.
⚠️ Instructions To Complete This Commitment:
Commitment:
Adopt a time off policy that accommodates diverse cultural traditions and holidays
Please complete all of the below requirements.
Part A: Adopt a time off policy that accommodates diverse cultural traditions and holidays
Create and adopt a policy that accommodates an employee’s religious, spiritual, and personal health commitments. This should be an additional document, separate from your traditional operational vacation & sick time policies.
The policy can offer paid or unpaid leave and must be offered at any time of the year regardless of operations, if the employee meets the eligibility criteria. This is a minimum requirement. You are able to decide what degree of flexibility and accommodation you are willing to provide beyond the minimum, if any.
Submit your newly adopted policy as evidence for review. The supporting agency will review your policy to ensure that it accounts for faith and culturally significant days, and other flexible days off outside of vacation and physical illness or injury.
Part B: Communicate the policy to all staff
Communicate this policy to all staff, with an effective date for the policy being before November 30th, 2027.
Please provide a copy of the communication to your team, as evidence for review (this could be a staff email, staff meeting minutes, etc.).
Already completed this commitment as a returning signatory?
Required: Provide an updated company communication reiterating the policy to existing employees. Updated communication must be in a minimum of two formats (email, newsletter communication, print, social media, employee handbook, etc.)
Encouraged: Adopt additional flexible time away components of the template policy that you hadn’t initially considered.
Submit Evidence When You have Completed This Commitment
Evidence required for this commitment:
Part 1: Your flexible time off policy document
Part 2: Proof of your company communication about the policy (including content & date)
Once you have completed each of the above requirements, upload your evidence using our online form as soon as possible. This allows time for review and feedback.
Evidence may be in the form of a document, email, newsletter, meeting minutes, social media post, etc.
Deadline to submit all evidence for this commitment is October 30th 2027.
⏰ Key Dates:
Important dates to remember:
By November 30th, 2027: Deadline to submit evidence of your two Job Advertisements and Reflection (if applicable) for review.
✅ Why This Commitment Is Important:
The problem we’re trying to solve:
Some statutory holidays in Alberta are rooted in Christian traditions and do not correspond to dates of cultural and religious significance for all Bow Valley residents. Adopting a flexible time off policy welcomes and includes team members of all beliefs, backgrounds, and traditions.
This commitment honours the importance of such events, allowing staff to observe and celebrate appropriate cultural and religious dates that align with their values and traditions, often without requiring the use of regular vacation days.
Beyond culture and religion, employees may require flexible days off to support their mental and physical health. This may include bereavement, illness, immediate family member support, or personal mental health.
If an employee is eligible, time away from work requests may be required during peak operational times. Due to the unpredictable nature or the unmodifiable calendar date of these time off needs, this policy needs to be differentiated from typical operational vacation and/or sick policies.
While this policy intersects with human rights legislation and unpaid job protected leaves, adopting a flexible and inclusive time off company policy creates a clear, barrier free, and confidential path for employees to take time off when they require.
Benefits:
Greater inclusion of diverse cultural and religious practices: A Flexible Time Off Policy allows employees to observe holidays and traditions that are meaningful to them, promoting a sense of belonging for the individual, as well as an opportunity for learning and awareness for other staff members.
Improved employee wellbeing and equity: Recognizing time off needs beyond traditional vacation and sick leave supports mental health, caregiving responsibilities, and life events fairly across all staff.
Clear and confidential process for time off requests: A formal policy provides consistent guidance and privacy, reducing barriers and ensuring employees feel safe and supported when requesting time away from work.
📝 Resources:
Details to come
📧 Contact:
Supporting Agency
Katie Dolson (she/her)
Manager, Destination Affairs & Initiatives, Banff Lake Louise Hospitality Association
Email: katie@bllha.ca