ϲ is committed to religious diversity and non- discrimination and supports the employment of qualified individuals, regardless of religious affiliation, consistent with the requirements of Title VII of the Civil Rights Act of 1964 (“Title VII”). ϲ will, in good faith, provide reasonable accommodations for its qualified applicants and employees as required by Title VII, and consistent with University and Commonwealth anti-discrimination policies.
Retaliation against an individual for requesting or using a religious accommodation is prohibited. The University takes strong action to protect individuals from retaliation and to address any retaliatory behavior that occurs.
Reasonable Accommodations
A reasonable workplace accommodation is a modification to an Employee’s work or environment to enable the Employee to participate in their religious practice or belief which does not cause an Undue Hardship to ϲ operations or activities. Examples of workplace accommodations include:
- granting an Employee leave for religious observances or to attend religious services;
- providing a time and place to pray;
- allowing the flexibility to wear religious dress to work;
- providing flexible scheduling, voluntary shift substitutions or swap with supervisory approval, job reassignments; and
- modifying workplace policies or practices.
This is not an exhaustive list. Reasonable accommodations are determined on a case-by-case basis.
When does the University provide reasonable accommodations?
ϲ is committed to providing accommodations, upon request, to ensure access to employment opportunities, benefits, programs, and services to all employees who have sincerely held religious beliefs. However, reasonable religious accommodations are not required or permitted when such accommodation would cause Undue Hardship, violate other laws, or interfere with the safety and security of ϲ or its operations. Undue Hardship is a burden that would result in substantial increased costs in relation to ϲ's business. Undue Hardship must be based on an individualized assessment of current circumstances that show that a specific reasonable accommodation would cause such burden or expense.
In addition, while an Employee may have a preferred accommodation, which ϲ will seek to implement, ϲ is not required to accept the Employee’s preferred accommodation if there is more than one alternative that permits the religious belief or practice. When there is more than one alternative accommodation, ϲ may select any of the accommodations, provided that the accommodation effectively eliminates the religious conflict. Approved accommodations do not apply retroactively and Employees are encouraged to engage in the interactive process when the need for accommodations arises.
