World accommodating religious
Alternatively, what if a female employee’s religious belief or practice prohibited her from being alone in a room with males? What if simply leaving open the door to the room would meet the employee’s religious needs? But if not, or if the employee’s particular job required closed door, confidential discussions, the religious practice may pose an undue hardship.Always consult with your human resources or legal department before talking with an employee about religious accommodation issues.Strobl, a Christian who got involved in politics in middle school, traces his activism to his diagnosis at age 12 with scoliosis, a spinal disorder.
“Reasonable accommodations” for religious issues is somewhat different under the discrimination laws.For example, suppose an employee’s religion requires that he or she wear particular clothes that are considered hazardous if worn near moving equipment or machinery.Unless there is another type of clothing that would meet the employee’s religious needs, permitting the employee to work in those clothes may be an undue hardship because of legitimate safety rules or regulations.Nonetheless, many religious beliefs and practices are capable of being accommodated and employers should fully understand their obligations.
An employer need only accommodate “sincerely held” religious beliefs and practices.
If an exception is permitted, it does not need to be applied to other employees who have nonreligious tattoos and demand the policy exception for themselves. If an employee’s religious practice requires time for prayer during the workday, employers should try to find an appropriate place to allow for prayers.