Accommodating employees religious beliefs

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If an accommodation would impose more than minor costs, the employer need not provide it.

The EEOC has said that employers may be required to pay administrative costs, such as the cost of time spent on changing schedules or payroll information.

(See Your Rights Against Religious Discrimination for more information.) The law also requires employers to accommodate their employees’ religious beliefs and practices, unless doing so would pose an undue hardship.

In other words, employers are also required to take their employees’ religion into account when making job decisions.

According to the Equal Employment Opportunity Commission (EEOC), which enforces the federal law prohibiting religious discrimination, employers must allow employees to engage in religious expression at work as long as it doesn't create an undue hardship (discussed below).