
Religion in the Workplace – for Supervisors. Introduction.
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As workplaces continue to become more diverse, religion is becoming a significant workplace issue. Employees of diverse backgrounds may request accommodation to practice daily religious activities or to follow their religious beliefs. Under Title VII of the Civil Rights Act, employers must provide a reasonable accommodation for requests that are based on employees' sincerely held religious beliefs or practices unless doing so would impose an undue hardship on their business operations. In addition employers must ensure that employees are not discriminated against or harassed on the basis of religion.
This sample presentation is intended for presentation to supervisors and other individuals who manage other employees. It is designed to be presented by an individual who has knowledge of the law and best practices regarding religious issues in the workplace. This is a sample presentation that must be customized to include and match the employer’s own policies and practices.
At the close of this session, you will be able to:
Example – Amani Mahin, who works in the accounting department, files a formal complaint that several co-workers are making fun of the burka she wears and are making derogatory remarks about her religion (Islam).
Example – John Marks, who works in the sales department, complains about another employee who has a “shrine” in her cubicle which is next to his.
Title VII of the Civil Rights Act requires employers to:
(Note to presenter: Provide copies of your policy and procedures to all attendees and review all or most important components. You may also want to add most important part of these to this presentation. Included in this sample is a typical procedure for considering providing a religious accommodation.)
Follow these steps when you (a supervisor) become aware of an employee’s need for or receive an employee’s request for a religious accommodation:
Example - Mary Brooks, who works in the meetings department, asks permission to be absent for Ramadan, an Islamic holiday. If all procedures are followed and Mary submits documentation for this request and if we have adequate staffing available that day, we would decide that this would be a reasonable accommodation that would not create an undue hardship on the business. We would approve this request.
Example - John Connor, who works in the maintenance department, asks to have his schedule changed from working on Saturdays to working on Sundays as his religion (Judaism) observes Saturday as the Sabbath. Even if all procedures were followed and John submits documentation for this request, because John was hired specifically to work on weekends and no other staff is available to perform his duties, we would decide that this is not a reasonable accommodation that would not create an undue hardship on us. We would deny this request.
Example – Amani Mahin, who works in the accounting department, asks permission to wear a burka to work. If Amani and her manager follow all procedures for this request and Amani submits documentation from her religious leader, we would determine that this is a reasonable accommodation that does not create an undue hardship. We would approve this request.
Example – Tanvi Gandi, who works as a cook in the cafeteria, asks permission to wear a sari to work. Even if Tanvi and her manager follow all procedures for this request and Tanvi submits documentation from her religious leader, we would determine that the wearing of a sari while cooking presents a safety hazard to Tanvi, her co-workers and the business. We would decide that that this is not a reasonable accommodation that does not create an undue hardship. We would deny this request.
Example – Bobby Jones, who works in the call center, asks if he can organize a prayer group with co-workers and conduct meetings in a conference room during part of their lunch times. Even if Bobby and his manager follow all procedures for this request and Bobby submits documentation from his religious leader, we would consider that allowing this could be perceived as an endorsement of one type of religion and may lead to other employees asking for meeting rooms to conduct their own prayer group meetings. We also consider that our conference rooms as well as other facilities are for business purposes only. We would determine that this is not a reasonable accommodation that does not create an undue hardship. We would not approve this request.
Example – Amanda Smith, who works in the sales department, wants to add “Have a Blessed Day” to her phone greeting. Even if Amanda and her manager follow all procedures for this request and Amanda submits documentation from her religious leader, we would consider that allowing this could be perceived as an endorsement of one type of religion and may lead to other employees asking to add similar religious sounding phrases on their phone greetings. We also consider that our phone system and greetings are for business purposes only and not to convey personal wishes, however nice. We would determine that this is not a reasonable accommodation that does not create an undue hardship. We would not approve this request.
Investigations are conducted by the HR Director or by the company’s legal counsel
Once an investigation has been completed, if disciplinary action is to be taken, work with the HR Director to make sure that:
In handling requests for religious accommodations from your employees, inform the HR Director immediately of any request and follow the company’s procedures
There are several types of religious issues that appear in the workplace
Title VII of the Civil Rights Act requires employers to:
Types of religious accommodation the company may provide include:
Responsibilities of Supervisors regarding religious discrimination and accommodations are to:
Responsibilities of Supervisors regarding religious discrimination/harassment and accommodations are to:
Please be sure to complete and leave the evaluation sheet you received with your handouts.
Thank you for your attention and interest!