Accommodating religious beliefs in the workplace

In addition, the Act requires employers to reasonably accommodate the religious beliefs and practices of applicants and employees, unless doing so would cause more than a minimal burden on the operation of the employer's business.A reasonable religious accommodation is any adjustment to the work environment that will allow the employee to practice his religion.Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that aren't very serious, harassment can be unlawful when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

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As national politics and discourse seem to grow more inward looking and divisive across America and Europe in 2017, successful businesses must continue to think inclusively and globally.Multiple voices, perspectives, and personalities bouncing off one another can give rise to out-of-the-box thinking.By offering a platform for the open exchange of ideas, businesses can reap the biggest benefits of diversity in the workplace.For example, an accommodation may cause undue hardship if it is costly, compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to do more than their share of potentially hazardous or burdensome work. Undue hardship also may be shown if the request for an accommodation violates others' job rights established through a collective bargaining agreement or seniority system.Title VII also prohibits religious harassment of employees, such as offensive remarks about a person's religious beliefs or practices.

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