The National Law Review has published a nice piece giving important considerations given the Abercrombie decision. Five key points are identified:
- Don’t assume that an applicant subscribes to a particular faith or belief.
- Don’t ask about the applicant’s religion.
- Keep to the job requirements including mandatory work days and mandatory work gear. These points can be made without asking about faith.
- If the applicant identifies a need for religious accommodation, engage in an interactive discussion to find possible solutions.
- Remember, you are obligated to offer reasonable accommodations that do not pose an undue hardship on your organization.
For the entire article, click here: http://www.natlawreview.com/article/religious-accommodation-five-steps-to-avoid-liability-after-abercrombie-decision .
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