How to handle requests for religious time off.

When an employee asks for time off to participate in religious activities--such as attending services during special holidays--it's best to engage in an interactive accommodations discussion that ultimately results in granting leave.

However, it's perfectly legitimate to require employees to request religious leave well in advance. If you have a process to ask for time off for other kinds of leave, use it for handling requests for religious leave, too.

That way, an employee who doesn't use the process can't later claim you failed to accommodate his religious needs.

Recent case: Mirza, a Muslim from India, worked for the U.S. Department of Veterans Affairs. His supervisor typically allowed him to adjust his schedule during the holy month of Ramadan.

But when a new supervisor took over, he strictly enforced the VA's rule that requires employees to request time off in advance. Those who don't follow the process are routinely denied non-emergency leave.

Mirza didn't put in for Ramadan leave by the deadline. He later asked for a schedule change so he could participate in Ramadan activities.

His accommodation request was...