Accomodating employee

You can also call their experts to discuss your specific situation.

If you end up with a challenging request where an employee is being uncooperative or making unreasonable demands, it is a good idea to contact a labor attorney before denying a request or taking adverse action.

Social, political, or economic philosophies, or personal preferences, are not "religious" beliefs under Title VII. What are some common religious accommodations sought in the workplace?

Applicants and employees may obtain exceptions to rules or policies in order to follow their religious beliefs or practices.

When an employee makes a request, give them the accommodation forms, which they will take to their health care practitioner to complete.

Once the employee brings the forms back, you will have information on what type of accommodation they need. Think of it as a conversation between you and the employee in order to come to an agreement about a reasonable accommodation.

Infrequent payment of overtime to employees who substitute shifts is not considered an undue hardship.

The JAN website contains sample accommodation forms, definitions of a variety of disabilities, ideas for reasonable accommodations and access to ADA experts. This should include creating forms employees can use to request an accommodation.

How does an employer determine if a religious accommodation imposes more than a minimal burden on operation of the business (or an "undue hardship")?

Examples of burdens on business that are more than minimal (or an "undue hardship") include: violating a seniority system; causing a lack of necessary staffing; jeopardizing security or health; or costing the employer more than a minimal amount.

One person may not work on Saturday for religious reasons; another person may not work on Saturday for family reasons.

Under Title VII, a practice is religious if the employee's reason for the practice is religious.

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