Court has no business imposing 'bathhouse morality' on the churches and in the living rooms of the nation." Two years later he successfully defended against a complaint filed at the BC Human Rights Tribunal for the same advertisement, with the decision stating "The essence of Mr. Campbell's defence is that the publication... is an expression of his Charter-protected rights to express his religious beliefs; that is, a finding of discrimination would impair both his freedom of expression and his freedom of religion." Another high-profile case involves Chris Kempling, a school teacher, who was suspended without pay in 2002 for writing letters to a local newspaper objecting to the introduction of LGBT-related material into the public school system, arguing against same-sex marriage, and advocating conversion therapy for gay and lesbian persons. Kempling appealed the suspension to the courts. The British Columbia Court of Appeal found that his right to freedom of expression had been breached, but that the disciplinary action was a reasonable limit on his rights, as it was done with the objective of maintaining a tolerant and non-discriminatory school system. Sabbath and holiday observance In R. v. Big M Drug Mart, the Supreme Court of Canada held that the stated purpose of the federal Lord's Day Act, compelling observance of the Christian Sabbath, was incompatible with the protections of freedom of religion in the Charter. In 1986, in R v Edwards Books and Art Ltd, the Supreme Court found that legislation prohibiting Sunday shopping with the secular purpose of creating a day of rest was also a violation of freedom of religion because of the unequal effect of the law on retailers who observed a different sabbath. However, this violation was upheld as a justifiable limit on freedom of religion. The Supreme Court of Canada has ruled that there is a duty to accommodate religious observance under human rights legislation. The 1990 case Central Alberta Dairy Pool v. Alberta concerned an employee who was required by his religion to take Easter Monday as a holy day. As this is not a statutory holiday, his employer required that he work that day or lose his job. The Supreme Court of Canada found that the employer should have accommodated the employee's religious practices. In a series of ongoing legal cases (Beaudoin v. British Columbia, Trinity Bible Chapel v. Ontario, and Gateway Bible Baptist Church v. Manitoba), courts have consistently decided that