Religious Accommodation: The Abercrombie Decision

The National Law Review has published a nice piece giving important considerations given the Abercrombie decision.  Five key points are identified:

1. Don’t assume that an applicant subscribes to a particular faith or belief.
2. Don’t ask about the applicant’s religion.
3. Keep to the job requirements including mandatory work days and mandatory work gear. These points can be made without asking about faith.
4. If the applicant identifies a need for religious accommodation, engage in an interactive discussion to find possible solutions.
5. 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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