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The law requires an employer to reasonably accommodate an employee\u2019s religious beliefs or practices, unless doing so would cause \u201cmore than a minimal burden\u201d on the operations of the business. Therefore, the organization is statutorily required to make reasonable adjustments to the work environment that will allow employees to practice and adhere to their religious beliefs.<\/p>\n
That leaves many employers wondering how to evaluate such requests.\u00a0 Here are a few questions that should be considered when evaluating a request for religious accommodation:<\/p>\n
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- Would accommodating the request require more than minimal business costs?<\/li>\n
- Would approving the request substantially diminish productivity and\/or efficiency?<\/li>\n
- Would accommodating the request pose a safety exposure or threat to the employee or others?<\/li>\n
- Would approving the request result in placing an undue and significant burden on other employees?<\/li>\n<\/ul>\n
The law requires an employer to reasonably accommodate an employee\u2019s religious beliefs or practices, unless doing so would cause \u201cmore than a minimal burden\u201d on the operations of the business.<\/strong><\/em><\/p><\/blockquote>\n
If you answer \u201cyes\u201d to any of these questions, you are most likely not required to accommodate the request.\u00a0 However, it is essential to thoroughly consider these questions in good faith and document the concrete reasons demonstrating how accommodation of the request would place more than a minimal burden on business operations.<\/p>\n
While the law only requires an employer to make religious workplace accommodations upon request, in an effort to support diversity initiatives in the workplace there are some proactive best practices that an organization can take.\u00a0 For example, we often recommend that employers provide a limited number of \u201cfloating holidays\u201d within the organization\u2019s holiday policy.\u00a0 Floating holidays allow employees to enjoy income replacement when observing religious holidays.<\/p>\n
Another proactive measure for employers is to offer foods in company cafeterias or at company events that meet various religion-based dietary needs.\u00a0 Employees observing religious practices by abstaining from specific foods are likely to appreciate such consideration of their dietary restrictions.\u00a0 Furthermore, employees generally welcome the freedom to be able to wear or display religious symbols at work.<\/p>\n
It is critically important to provide training to your supervisory and managerial team so they recognize religious accommodation requests and have a strategy for responding in a manner that is not construed as being insensitive or discriminatory in nature.\u00a0 Supervisory-level employees charged with enforcing the company\u2019s policies with respect to dress code, work schedules, and break times must be cognizant that, on occasion, the organization will be obligated to make exceptions to these policies in order to effectively provide for religious variations.<\/p>\n