Must I hire someone whose religion precludes Saturday work?
Unless it would cause undue hardship to your organization, you are required, under federal law, to accommodate the religious practices of employees and prospective employees. The duty to provide reasonable accommodation is triggered if an employee notifies you that there is a conflict between his or her religious beliefs and a job requirement. Keep in mind that you are only required to offer a reasonable accommodation; you are not required to accept a specific alternative.
Here is a quick checklist from the EEOC to use when faced with a religious accommodation request:
- 1. Inquire as to the nature of the employee's beliefs.
- 2. Consider the sincerity with which the employee holds those beliefs.
- 3. Consider possible accommodations.
- 4. Consider the burdens on business created by each accommodation.
- 5. Offer an accommodation unless an accommodation would cause an undue hardship to the business.
Reprinted with permission. © CCH
Must I hire someone whose religion precludes Saturday work? Unless it would cause undue hardship to your organization, you are required, under federal law, to accommodate the religious practices of employees and prospective employees.
Must I hire someone whose religion precludes Saturday work?
/resources/qa/must_i_hire_someone_whose_religion_precludes_saturday_work.aspx
5589
none