Religion at work: How to comply on a practical level.

Hiring and firing. You can't treat applicants or employees less (or more) favorably in hiring, firing or other job conditions because of their religious beliefs or practices.

Proselytizing. You can't force employees to participate (or not participate) in a religious activity at work. You can prohibit employees from trying to push their religious beliefs and practices onto co-workers or customers.

Accommodation. You must reasonably accommodate an employee's "sincerely held" beliefs and practices. That may require leave or schedule changes to conduct prayer or attend religious services.

Undue hardship. You can deny a religious accommodation request if it would create an "undue hardship" on the organization's business interests. The EEOC defines "undue hardship" as something that "requires more than ordinary administrative costs, diminishes efficiency in other jobs, infringes on other employees' job rights or benefits (or) impairs workplace safety."


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