Your post has some very insightful points that truly sheds light to the importance of religious accommodations in the workplace. Essentially, since employees may experience conflicts between their employment obligations and their religious observations, employers are legally required to reasonably accommodate these religious obligations, unless the accommodation would cause undue hardship for the employer (Ghumman, Ryan, Barclay, & Markel, 2013). Moreover, your post has helped me to really see the importance of how accommodating in regards to religion can be to ensuring that employees are able to fully partake in things such as religious practices that they deem as an important aspect in their personal lives. Furthermore, when employers
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Nowadays many individuals have their own beliefs, practices, and observances that they deem religious and important to their lives. Therefore, many employers have to determine whether they can or cannot reasonably accommodate their preferences or needs.
Moreover, based on Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. Essentially, this includes refusing to accommodate an employee's genuinely held religious beliefs or practices unless the accommodation would impose an undue hardship.
All the more an undue hardship is when there is more than a minimal burden on operation of the business. Besides, several factors can be taken into account when determining undue hardship, such as the cost in relation to the size and operating costs of the employer, the number of persons who need a particular accommodation, the impact on workplace safety, or infringement on the job rights and benefits of other employees (Ghumman, Ryan, Barclay, & Markel, …show more content…
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. According to Ghumman, Ryan, Barclay, and Markel (2013) acknowledges that, failure to reasonably accommodate religious beliefs refers to any adjustment to the work environment that entail work schedules, dress and grooming, and religious expression or practice at work that an employer refuses to make that will allow the employee to comply with his or her religious beliefs. Employers may not simply refuse an accommodation, but have to demonstrate that they have made a good faith effort to reasonably accommodate the employee but the accommodation produces undue hardship on the employer. Moreover, employers are not required to provide the employee’s preferred accommodation and ‘‘reasonable’’ accommodation may include alternate accommodations, as long as the accommodations are effective in eliminating the conflict between religion and work. Employers may not discriminate against employees or applicants based on their religious beliefs. For example, employers may not refuse to hire anyone who does not share their faith, promote only Jews or Catholics, or require background checks only of Muslim employees. The law also requires employers to accommodate their employee’s religious
Nowadays many individuals have their own beliefs, practices, and observances that they deem religious and important to their lives. Therefore, many employers have to determine whether they can or cannot reasonably accommodate their preferences or needs.
Moreover, based on Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. Essentially, this includes refusing to accommodate an employee's genuinely held religious beliefs or practices unless the accommodation would impose an undue hardship.
All the more an undue hardship is when there is more than a minimal burden on operation of the business. Besides, several factors can be taken into account when determining undue hardship, such as the cost in relation to the size and operating costs of the employer, the number of persons who need a particular accommodation, the impact on workplace safety, or infringement on the job rights and benefits of other employees (Ghumman, Ryan, Barclay, & Markel, …show more content…
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. According to Ghumman, Ryan, Barclay, and Markel (2013) acknowledges that, failure to reasonably accommodate religious beliefs refers to any adjustment to the work environment that entail work schedules, dress and grooming, and religious expression or practice at work that an employer refuses to make that will allow the employee to comply with his or her religious beliefs. Employers may not simply refuse an accommodation, but have to demonstrate that they have made a good faith effort to reasonably accommodate the employee but the accommodation produces undue hardship on the employer. Moreover, employers are not required to provide the employee’s preferred accommodation and ‘‘reasonable’’ accommodation may include alternate accommodations, as long as the accommodations are effective in eliminating the conflict between religion and work. Employers may not discriminate against employees or applicants based on their religious beliefs. For example, employers may not refuse to hire anyone who does not share their faith, promote only Jews or Catholics, or require background checks only of Muslim employees. The law also requires employers to accommodate their employee’s religious