Accommodating religion in the workplace quickdatingtips net

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.

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.

Accommodations are usually handled easily but there are some significant mistakes you can make without intending that result.

Barrie Gross is former Vice President and Senior Corporate Counsel (Employment Law) for an international Fortune 1000 company and is a regular contributor to All

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If it is a sincerely held religious belief or practice, employers must provide a reasonable accommodation.

She is the founder of Barrie Gross Consulting, a human resources training and consulting firm dedicated to assisting companies to manage and develop their human capital.

Visit Note: The information here does not constitute legal advice and should not be relied upon as legal advice.

If you have a legal issue or wish to obtain legal advice, you should consult an attorney in your area concerning your particular situation and facts.

Nothing presented on this site or in this article establishes or should be construed as establishing an attorney-client or confidential relationship between you and Barrie Gross.

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