Dealing with religious accommodation requests is difficult when the religious belief is unfamiliar or when the belief is not even religious in nature. The more you learn about what is and is not covered by Title VII, the more confident you can be in handling accommodation requests. To that end, the Equal Employment Opportunity Commission (EEOC) recently published compliance assistance on religious discrimination in the workplace. Here's a brief look at what it says about religious practices or beliefs that may be entitled to accommodation.
Title VII defines religion to include all aspects of religious observance, practice, and belief. Religious beliefs are covered even if they are new, uncommon, not part of a formal church or sect, subscribed to by only a small number of people, or seem illogical or unreasonable (e.g., animal sacrifice). Religion is broadly defined to include "moral or ethical beliefs as to wha...(register to read more)