Accommodating religious beliefs is a delicate task for employers. However, communicating and working with employees to determine possible accommodations are your best strategies.
The employer is responsible for offering reasonable accommodation. After doing so, the employer will have met his or her obligation even if the employee does not agree with or consent to the accommodation.
Evidence of thorough and thoughtful participation in the interactive process will always serve the employer well. It is also critical to document the various accommodations the employer offers and the employee’s responses to these accommodations. As such, all accommodations should be documented and reported to supervisors and HR.
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The Law Offices of Payab & Associates is a Los Angeles based law firm with more than 17 years of experience in employment cases. Our office has successfully litigated many complex disputes including wrongful termination, sexual harassment, religious discrimination, wage and labor disputes, and retaliation cases.
