Religion Accommodations

An employer, once on notice that a religious accommodation is needed, is required to reasonably accommodate an employee who's sincerely held religious belief, practice, or observance conflicts with a work requirement, unless doing so would pose an undue hardship. If an employee’s proposed accommodation would pose an undue hardship, the employer should explore alternative accommodations.

If the employer has a bona fide doubt about the basis for the accommodation request, it is entitled to make a reasonable and limited inquiry into the facts and circumstances of the employee’s claim that the belief or practice at issue is religious, sincerely held, and gives rise to the need for the accommodation.
 

Common Religious Accommodations Include:

• Schedule changes
• Permitting shift swapping amongst employees
• Changing employee’s job tasks
• Lateral transfers
• Exceptions to dress and/or grooming rules/policies
• Use of the work facility for religious observance (a quiet space for prayer)