Duty to accommodate.
The duty to provide reasonable accommodation is triggered if an employeenotifies an employer that there is a conflict between his or her religiousbeliefs and a job requirement. The employer is only required to offer areasonable accommodation of the employee’s religious beliefs; it need notaccept specific alternatives offered by the employee. Furthermore, the employerdoes not need to show that each of the employee’s posed alternatives wouldresult in undue hardship.
Below are examples of alternatives for religious accommodations:
· Voluntary swaps:An employer may be able to resolve a religious conflict involving workschedules by exploring a voluntary swap of schedules.
· Flexibleschedules: This may involve flexible arrival and departure times, workbreaks, and allowing employees to make up time lost to the observance ofreligious practices.
· Lateraltransfers/change of assignments: The employer may consider allowing theemployee to transfer to another comparable job with the organization, if theemployee cannot be accommodated within his or her current position.
Checklist: what to doafter an accommodation is requested
If an employee identifies a need for religiousaccommodation, take the following steps:
1. Inquire as to the
2. Consider the
3. Consider the
4. Consider possibleaccommodations.
5. Consider the
6. Offer an accommodationunless such an accommodation wouldcause an undue hardship.
Cite:The information above is taken from the Religious Discrimination publication of the EEOC TechnicalAssistance Program Seminars Series.
The informationcontained in this article is intended to provide useful information on thetopic covered, but should not be construed as legal advice or a legal opinion.