Accommodating religious beliefs

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An employer satisfies its duty to an individual once it offers all reasonable means of accommodation.

The employer need not institute the accommodation by the employee.

Employers must comply with wage and hour laws, like the Fair Labor Standards Act, that dictate how long an employee can work and how much he or she must be paid. For example, the Family and Medical Leave Act ensures that employees are granted time off to welcome a new baby, or deal with illness.

Other employment law issues involve workplace conditions.

Once an employer has been notified, it bears a duty to reasonably accommodate that individual’s religious beliefs and practices (absent an undue hardship).

The employer’s duty to accommodate extends to all tenets of a sincerely held religious belief or practice of an employee that, if observed by the employee, would conflict with the employer’s policies or business practices.

The Occupational Safety and Health Administration, for example, requires employers to provide a safe workplace by adhering to national safety standards.

Failing to do so can lead to fines and civil liability.

If you would like to subscribe, please Register here or visit Subscriber benefits for more information.Under federal law, employees may not be terminated on the basis of their race, gender, ethnicity, religion, disability or age.Employers who do so may be subject to civil liability for wrongful termination.This section provides in-depth resources on all phases of the employment process -- from the interview and hiring stage to promotion and termination.In addition, you'll find information about privacy in the workplace, wage and hour laws, workplace safety, family leave policies, and detailed advice on hiring an employment lawyer.

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