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Providing Religious Accommodations




Reasonably accommodating disability and religion

Reasonably accommodating disability and religion


Employers need to evaluate each situation individually, looking at several factors including if an undue hardship would be imposed on it if an accommodation is provided. Has this employer violated the ADA? It is also wrong to assume that just because a person wears a head dress in the interview that they will require a religious accommodation or days off for Sabbath. Is the conduct required by the religion? Undue hardship is established if the action would involve significant difficulty or expense, in relation to the size of the firm and its resources. Here, if it was required to allow facial jewelry, Costco would lose control over its public image. On the one hand, it is illegal to treat applicants or employees differently based on their religious beliefs or practices — or lack thereof — in any aspect of employment. Undue hardship have been found to exist when there are significant losses in productivity, a need for temporary workers, overburdened employees working overtime to cover shifts, lost sales, less responsive customer service, deferred projects, and lower morale. Few other employees are available to perform this function. The existence of a sincere religious belief or practice that conflicts with an employment requirement; That the employer was informed of the conflicting belief or practice; and That the employee suffered a loss or limitation of employment opportunity due to adhering to the religious belief or practice.

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Reasonably accommodating disability and religion


Employers need to evaluate each situation individually, looking at several factors including if an undue hardship would be imposed on it if an accommodation is provided. Has this employer violated the ADA? It is also wrong to assume that just because a person wears a head dress in the interview that they will require a religious accommodation or days off for Sabbath. Is the conduct required by the religion? Undue hardship is established if the action would involve significant difficulty or expense, in relation to the size of the firm and its resources. Here, if it was required to allow facial jewelry, Costco would lose control over its public image. On the one hand, it is illegal to treat applicants or employees differently based on their religious beliefs or practices — or lack thereof — in any aspect of employment. Undue hardship have been found to exist when there are significant losses in productivity, a need for temporary workers, overburdened employees working overtime to cover shifts, lost sales, less responsive customer service, deferred projects, and lower morale. Few other employees are available to perform this function. The existence of a sincere religious belief or practice that conflicts with an employment requirement; That the employer was informed of the conflicting belief or practice; and That the employee suffered a loss or limitation of employment opportunity due to adhering to the religious belief or practice.

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