Employers must provide accommodations of some sort if requested. Are employers required to accommodate the religious beliefs and practices of applicants and employees? Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. It includes traditional, organized religions such as Christianity, Judaism, Islam, Hinduism, and Buddhism.The bottom line is: Is the final outcome in line with expectations for other employees doing the same work?' Undue Hardship' Clause for Employers Employers considering accommodations generally welcome suggestions as to what would be most helpful.A worker with a disability may ask for accommodations to help with marginal or incidental job functions.These could include scheduling, physical space adaptations, the use of interpreters or personal-care attendants, and performing the work differently.However, they are not obligated to do anything that would "impose an undue hardship." What constitutes a "hardship" may depend on the size of the business.A large corporation is expected to accommodate wheelchairs in elevators and restrooms as well as in any workspace an employee in a chair would need to use.
Examples of common religious accommodations include: 4.Accommodation, Not Special Treatment If the disability is illness-related and accommodations require adaptations such as time for doctors' appointments or periodic leave time, an employee should be open with an employer from the start.It is important to agree on measures that will not make workers with disabilities seem too different from the rest of the staff, unless a worker with a disability is willing to discuss the situation with coworkers.It may be a lonely experience -- the employer does not need to make other employees use the accessible space for their breaks.In this situation, a little creative brainstorming between the employer and employee could provide a more satisfactory solution.
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However, break areas may not be as easily accessible.