How far must we go to accommodate employee’s need for religious days off?

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in Discrimination and Harassment,Human Resources

Q. One of our employees notified us that he cannot work on certain days of the week for religious reasons. Are we required to accommodate the employee’s request and work around his requested days off?

A. The first step to take is to consider whether you have an obligation to attempt to reasonably accommodate the employee’s request. Ask the following questions:

  1. Did the employee notify you that the objection to the work requirement stems from a bona fide religious be­­lief or practice (as opposed to merely a personal preference)?
  2. Can you reasonably accommodate the employee’s religious belief or practice without creating an undue hardship on your business operations?

Under Title VII of the Civil Rights Act of 1964, em­­ployees of covered employers (those with 15 or more employees) are protected from discrimination at work because of “sincerely held religious beliefs or practices.”

Not only are underlying religious beliefs pro...(register to read more)

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