Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against applicants or employees on the basis of their religion. As part of that protection, employers are expressly obligated to accommodate religious observances and practices, absent undue hardship. As a result, your employer should consider and process this accommodation request as it would any other such request—even if accommodation ultimately is not warranted. With that basic understanding in mind, we’ll take a closer look at some of the issues lurking in this increasingly common scenario.
This article was submitted by Courtney White, Cummins Inc. If you would like to submit content or write an article for the Labor & Employment Law Section, please email Kara Sikorski at email@example.com.