Religious Accommodations in the Workplace

There are certain accommodations provided to employees in the workplace when it comes to religion, but there also exist competition interests that could cause problems between the employer and employee. It is important to fully understand how these issues could create conflict, lead to discrimination or alleviate religious-based arguments.

Compliance to permit a wide range of religious activity in the workplace is difficult for many employers that do not believe in non-Christian faiths or those that oppose their own views. However, towing the line to avoid discrimination is possible when the company provides the necessary accommodations for each employee. The varying interests in religious studies, faiths outside of one side of Christianity and following various doctrines could promote an openness and increase morale for nearly any religion that a person follows. It is sometimes necessary to hire a lawyer to ensure that rules and guidelines within the company remain in adherence to the state and federal laws.

The Extra Step

Whether it is an employee, a manager or the owner of the company, accommodations with religious freedom require additional steps and that one extra step in giving employees accommodating factors. This includes dress, extra breaks for prayer, days off for some and admittance of certain items that the worker would not ordinarily have during working hours. Unlike other Civil Rights Act factors, the religious accommodations demand that one extra step with the employer, supervisor or manager. It is generally advisable to seek a lawyer to ensure that no workplace practices restrict religious freedoms inside the company.

The Favored Treatment

In addition to that extra step provided to religious practices and rules, the employer must abide by the Title VII demands of the Civil Rights Act. This requires the company to treat religious matters in a better manner than other issues. The favored treatment to the employee provides a better opportunity in the workplace than the other matters within the Act. Knowing what the worker is able to engage in, perform or use within the job is often a complex matter. Ensuring that other guidelines are in compliance could complicate the issue if the company must give favorable treatment to only a portion of the employment population.

What the Company Considers Religion

Religion is not only the traditional faith that a person may follow but other sects, paths and uncommon ideals. The organized religious practices in church are not the only included religious affiliations. Some faiths are illogical and strange to others. Some of the practices that a person may follow are in direct opposition to the faith he or she engages in at home. This could include items in the workplaces such as key cards, chips in badges and scanners that use digital markers. The company could exempt the person or use another manner of keeping track of his or her duties.

The Competing Interests in Religion

Part of the primary concern with religion in the workplace is that the competing interests exist with multiple paths of faith. No one religious affiliation takes precedence per the Civil Rights Act. Any faith may receive the extra accommodations within the company and building. The competing issue arises when one employee requires additional breaks to pray multiple times a day before the sun sets. Others may require the ability to dress a certain way that may remain in violation of the standard dress code. Stringent guidelines in the faith may contradict what the employer wants when the worker is in the building.

Some competing interests exist in practices or liability matters. If a faith does not permit emergency or hospital services, any medical emergency or need to use insurance could violate the religious practices of the employee. Another may need only certain contact with clients such as no physical interaction with unmarried women or men. Other accommodations appear discriminatory, but the company may review the faith of the employee to determine that the practice is valid. However, it is not up to the court or the employer to question if the religious practice is appropriate or correct. When the belief is sincere and held in an important regard, the company does not have permission to question or countermand it.