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Even a reasonable accommodation can become an undue hardship if you receive too many accommodation requests. Your company does not have to provide the specific accommodation the employee requested if you offer them another reasonable alternative. You should already have the details of these policies in place when you offer this accommodation workers should not be placed on unpaid leave or otherwise excluded from the workplace while you finalize accommodation procedures.
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(In some states, including California, employers must meet a higher standard.) Employers should consider all possible reasonable accommodations, such as mask-wearing, frequent testing, working a modified shift, social distancing, remote work, or, as a last resort, reassignment to another position-as long as these accommodations do not create more than a minimal burden as described above.
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In fact, it may be held by a few or even one individual. The applicant’s faith does not have to be common or mainstream. This, too, can be extremely difficult to determine. To qualify for a religious exemption under the law, along with being “sincerely held,” the employee’s professed belief must also be “religious” in nature and not simply philosophical, political, or a personal preference. Even if an employee submits what is clearly a form letter from a church or Internet source, that alone does not ‘prove’ that their belief is insincere. And to err is human a person may not meet the high standard they set for themselves. However, religious beliefs may evolve throughout a person’s life. Whether the employee has other reasons to believe that the employee is seeking the benefit for secular reasons.Whether the timing of the request is questionable and.Whether the employee is seeking a benefit or an exception that is likely to be sought for nonreligious reasons.Whether the employee has acted in a way that is inconsistent with the claimed belief. The Equal Employment Occupation Commission (EEOC) identifies four factors that “might undermine” the sincerity of a professed belief: This is especially true of a private religious view that an employee may have never previously had a reason to express. In any setting, it can be extremely difficult to determine what a person “sincerely” believes. Unless you have a strong and objective reason to suspect otherwise, presume it is. Decide whether the request meets the basic threshold of being “sincerely held” and “religious” in nature.