Making accommodations for an employee’s sincerely held religious beliefs is required by law for most employers in many situations. To ensure a company fulfills its legal obligations, the company should:
• Let employees know that the company will make reasonable efforts to accommodate their beliefs.
• Train managers on how to respond to requests for religious accommodations. This training should cover the kinds of accommodations available and address how a manager should propose alternative accommodations if the requested accommodation would pose an undue hardship on the employer.
• Develop a process for handling requests so that requests are considered promptly and fully.
Common accommodations include:
• Scheduling changes. An employer might allow an employee to arrive late, take flexible work breaks, or swap shifts with another employee.
• Exceptions to dress and grooming policies. An employer might make an exception to a policy regarding hair length, facial hair, or head coverings.
• Permission to display religious icons. An employer might permit an employee to display religious icons or messages in his work station.
• Using work space for religious activity. An employer might allow an employee to use work space to pray during breaks.
To discuss a personnel concern with an employment lawyer, contact an employment lawyer in your area. This article is presented by the Texas employment lawyers at Clouse Dunn LLP. For inquiries, send an email to firstname.lastname@example.org or call (214) 239-2705.