Be careful not to schedule activities for an employee, or even a prospective employee, that is in conflict with his or her stated religious needs, unless of course, taking that action creates an undue hardship for your organization. More about Religious Discrimination.
Examples of Accommodations
- Flexible scheduling
- Voluntary substitutions or swaps
- Job reassignments
Be Careful Not to
- schedule activities in conflict with an employee's religious needs.
- inquire about an applicant's future availability at certain times.
- maintain an unnecessary restrictive dress code.
- refuse to allow observance of a Sabbath or religious holiday, unless the employer can prove that not doing so would cause an undue hardship.
- display materials and publications involving matters of religion, politics, or other ideological matters where material may be construed as being endorsed by DoDEA, when in fact it is not.
- use the term Agency's Christmas party or Easter vacation - instead use the generic term of holiday.
What Constitutes Undue Hardship?
More than just administrative or marginal costs.
When a religious accommodation is requested, a manager should do the following:
- Inquire as to the nature of the employee's beliefs.
- Consider the sincerity with which the employee holds those beliefs.
- Consider the nature of the conflict between the employee's religious beliefs and his or her job obligation.
- Consider possible accommodations.
- Consider the burdens on business of each accommodation.