Accomodating work

Applicants and employees may obtain exceptions to rules or policies in order to follow their religious beliefs or practices.Remember that employers may grant these accommodations for religious reasons but still refuse to grant them for secular reasons.

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Examples of common religious accommodations include: 4.

How does an employer determine if a religious accommodation imposes more than a minimal burden on operation of the business (or an "undue hardship")?

Customer preference or co-worker disgruntlement does not justify denying a religious accommodation.

It is advisable for employers to make a case-by-case determination of any requested religious accommodations, and to train managers accordingly. What other protections might apply, and where can I get more information?

Muslim employees seeking accommodations to wear hajibs, to set aside time or space for daily prayer, or to perform ablutions before prayers; or, in meatpacking plants, to abstain from handling pork, often meet with antagonism from employers and co-workers. We will briefly examine the post-9/11 history of workplace accommodations of Islamic religious customs., or headscarf, is for many Muslim females a visible expression of their faith, piety or modesty, and represents a tangible manifestation of their religious identity.

Employers often do not see headscarves in the same light, and relying on uniform dress codes, their desire to maintain their corporate image, or the nebulous concept of “customer preference,” have over the years objected to wearing traditional Islamic head coverings at work.

However, if an employer requires its employees to submit a doctor's statement concerning their ability to work before granting leave or paying sick benefits, the employer may require employees affected by pregnancy-related conditions to submit such statements.

Further, under the Family and Medical Leave Act (FMLA) of 1993, a new parent (including foster and adoptive parents) may be eligible for 12 weeks of leave (unpaid or paid if the employee has earned or accrued it) that may be used for care of the new child. Nursing mothers may also have the right to express milk in the workplace under a provision of the Fair Labor Standards Act enforced by the U.

A religious practice may be sincerely held by an individual even if newly adopted, not consistently observed, or different from the commonly followed tenets of the individual's religion. Some practices are religious for one person, but not religious for another person, such as not working on Saturday or on Sunday.

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