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Accommodating employees religious beliefs

An employee’s belief or practice can be “religious” under Title VII even if the employee is affiliated with a religious group that does not espouse or recognize that individual’s belief or practice, or if few – or no – other people adhere to it.

Note that this is a lower standard to meet than undue hardship under the Rehabilitation Act, which is defined in that statute as "significant difficulty or expense."CBP Employee: Employees seeking a religious accommodation must submit their request through their immediate supervisor.

For example, if an employee has requested a schedule change to accommodate daily prayers, CBP may need to ask for information about the religious observance, such as time and duration of the daily prayers, in order to determine whether accommodation can be granted without posing an undue hardship on the operation of CBP.

Moreover, even if the employer does not grant the employee’s preferred accommodation, but instead provides an alternative accommodation, the employee must cooperate by attempting to meet his or her religious needs through the proposed accommodation. Title VII requires the agency to accommodate only those religious beliefs that are religious and “sincerely held,” and that can be accommodated without an undue hardship.

Thus, you are entitled to a religious accommodation to attend your weekly religious service, but the accommodation you are entitled to will not necessarily be a permanent shift assignment.

The accommodation will depend on the needs of the agency.

Title VII of the Civil Rights Act of 1964 protects all aspects of religious observance and practice as well as belief and defines religion very broadly for purposes of determining what the law covers.

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Accommodating employees religious beliefs introduction

Accommodating employees religious beliefs

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