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Applicants and employees may obtain exceptions to rules or policies in order to follow their religious beliefs or practices.
Remember that employers may grant these accommodations for religious reasons but still refuse to grant them for secular reasons.
Examples of burdens on business that are more than minimal (or an "undue hardship") include: violating a seniority system; causing a lack of necessary staffing; jeopardizing security or health; or costing the employer more than a minimal amount.
If a schedule change would impose an undue hardship, the employer must allow co-workers to voluntarily substitute or swap shifts to accommodate the employee's religious belief or practice.
Under Title VII, a practice is religious if the employee's reason for the practice is religious.