Q. We gave three Muslim employees a prayer area and time off to pray. This seems to have given others ideas. We had two religious accommodation requests for time off and dress code modifications. But I’ve never heard of their “religion.” Can I ask more about it? — B.D., Connecticut
A. Employers must offer reasonable accommodations for employees’ religious practices “unless doing so would impose an undue hardship on the employer’s operations.” Accommodations include flexible scheduling, voluntary substitutions, job reassignments, lateral transfers and modification of grooming requirements.
The EEOC makes clear that “the law protects not only people who belong to traditional, organized religions … but also others who have sincerely held religious, ethical or moral beliefs.”
To determine what accommodations are appropriate, you are permitted to ask questions about how the beliefs conflict with the employee’s job responsibilities. Employees are responsible for supporting their requests with information regarding their bona fide religious beliefs and practices.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/13227/must-we-accommodate-alternative-religions "
- Stare Masters: Can Co-Worker Ogling Spark a Harassment Claim?
- Employee behaving strangely? Think twice before urging her to seek counseling
- Know when to fold 'em: Sometimes, settling lawsuit is wisest move
- Workplace confidentiality: Persuade staff to 'think' privacy
- Bosses need to know: They're personally liable for discrimination under Ohio law