Religious Accommodation Policy
When to Use This Policy
When an individual's religious beliefs conflict with a job requirement, an individual may be entitled to a reasonable accommodation so long as the requested accommodation does not impose an undue hardship on the employer. Examples of accommodations may include job restructuring, job reassignment, modification of work practices, and allowing time off, or a combination of the above.
Employers should consider including this policy in their employee handbooks or presenting it to employees during the onboarding process to inform employees on how to request a religious accommodation. The employer should make sure that employees sign and acknowledge that they have received and understand the policy and consent to its terms.
Below is a model policy that should be further tailored to fit the employer's specific needs