Religious accommodations hinge on worker’s sincerity — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Religious accommodations hinge on worker’s sincerity

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When employees ask to be excused from working on the Sabbath, forget about questioning whether their religion actually requires the accommodation.

What matters is that the employee sincerely holds the belief—not the source of the employee’s belief.

Recent case: Kimberly Bloom sued, claiming her employer wouldn’t accommodate her request for Sundays off. Bloom said her religion and the Bible required it. The employer wanted Bloom to point to the specific place in the Bible that restricted working on Sundays.

The court ruled for Bloom. It said that what mattered was that she sincerely believed her religion called for a day of rest, not that the Bible required it. (EEOC v. Aldi, No. 06-01210, WD PA, 2008)

Final note: A jury has since found that, although Bloom’s beliefs were sincere, the employer did try to accommodate her.

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