Generally, employers with 15 or more employees must make reasonable accommodations for employees’ religious observances. Therefore, if you can reasonably accommodate the employee’s request, you must.

Examples of reasonable religious accommodations include: flexible scheduling, voluntary substitutions, job reassignments, lateral transfers, or modification of a workplace practice, policy or procedure. You could allow the employee to “make up” the time off to accommodate the need for Saturdays off or reassign the employee to a job with similar duties, pay and benefits. Employers covered under Title VII of the Civil Rights Act of 1964 should be sure to make a good faith effort to reasonably accommodate the employee’s request.

Employers should get legal counsel to ensure they are properly ascertaining their obligations regarding reasonable accomodation under the circumstances. For EEOC guidance, see the information on its web site at www.eeoc.gov/types/religion.html.

 
Please Note: This material is provided as general information and is not a substitute for legal or other professional advice. Contact the Knowledge Center for more information.
 

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