'Tis the season for religious accommodation.

The holiday season is upon us, which means employees of different religious denominations may be asking for leave for religious events. Recognize that you need to offer such accommodations, as long as they don't create an undo hardship on your company.

Another, less obvious, issue to consider: holiday parties. Certain employees' religious traditions may differ from the majority of your staff. For other faiths, attendance at your party may actually be forbidden.

Recent case: The owner of a New York City medical practice told one of its administrative assistants, Shakinah, to start planning the big holiday party, with specific directions to book cabaret-style dancers for entertainment.

Shakinah explained that she, as a Jehovah's Witness, could not even attend such a party, let alone plan it. Her religion forbid her from attending any party with "revelry such as immoderate drinking or dancing."

Shortly after, the owner sent Shakinah an angry email saying, "We can't tolerate religious privileges from anyone. ... I am sick of all sectarian religious people." Then he fired her. Several other employees who couldn't attend the party due to schedule conflicts were not fired.

Shakinah complained to the EEOC, which sued the company on her behalf, saying the medical practice refused to accommodate her religion while allowing other employees to skip the party. (EEOC v. Pediatrics 2000, SD NY)

Final note: Make sure attendance at holiday parties is voluntary, whether festivities take place during working hours or after. Remind supervisors that no one should be coerced into celebrating the holidays.

Paying staff during the holidays: 4 essential rules

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