Religious Accommodation Policy
Author: Adam W. G. Freed and Anthony J. Oncidi, Proskauer Rose LLP; Jeremy M. Mittman, formerly of Proskauer Rose LLP
When to Use
Under Title VII of the Civil Rights Act of 1964, an employer with 15 or more employees must provide reasonable accommodation for an applicant's or employee's sincerely held religious beliefs or practices if a conflict exists between the demands of the job and the applicant's or employee's religion. A "reasonable accommodation" means one that does not impose undue hardship on the operation of the employer's business. Examples of accommodations may include job restructuring, job reassignment, modification of work practices, allowing time off or a combination of the above.
An employer should consider implementing this policy to communicate its approach to religious accommodation to its employees.
