Most times, this sort of accommodation is easily made and other employees with offices may offer use of their offices for the few minutes needed.Keep in mind that if you accommodate prayers at work as required by an employee’s religion, other employees may approach you for permission to hold other types of religiously associated meetings.Sometimes, an employee’s religious beliefs or practices can be in conflict with job requirements.Under federal and most states’ laws, employers cannot ignore the religious needs of employees but must work with employees to try to accommodate them.
And again, undue hardship is a familiar term from the Americans with Disabilities Act but it is applied differently in the context of religious issues. For example, an employee who is prohibited by religious practice from working on the Sabbath may be given an alternative schedule.
Employers are familiar with “reasonable accommodation” under the Americans with Disabilities Act (ADA).
“Reasonable accommodations” for religious issues is somewhat different under the discrimination laws.
In the context of accommodating religious beliefs and practices, undue hardship means the accommodation imposes an undue hardship on your organization’s legitimate business interests.
The employer must be able to prove that any accommodation would require more than ordinary business costs, diminish efficiency in other jobs, impair workplace safety, infringe on the rights and benefits of other employees, cause other coworkers to carry the burden of the accommodated employee’s hazardous or burdensome work, or conflict with other laws or regulations.
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Nonetheless, many religious beliefs and practices are capable of being accommodated and employers should fully understand their obligations.