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And sometimes, voluntary shift switches between employees may solve the issue.
Other times, the religious belief or practice may require an exception to a work rule or policy.
If an employee has a visible tattoo that appears to be a religious insignia, it would be appropriate to ask the employee whether he or she is permitted to cover the tattoo at work. But if the religious belief or practices prohibits covering the tattoo, the employer may need to allow an exception to the policy.If an exception is permitted, it does not need to be applied to other employees who have nonreligious tattoos and demand the policy exception for themselves. If an employee’s religious practice requires time for prayer during the workday, employers should try to find an appropriate place to allow for prayers.That could be an office or conference room, or an otherwise separate area where the employees can pray in private.No accommodation is required, however, if it would impose an undue hardship.
And again, undue hardship is a familiar term from the Americans with Disabilities Act but it is applied differently in the context of religious issues. For example, an employee who is prohibited by religious practice from working on the Sabbath may be given an alternative schedule.
In the context of accommodating religious beliefs and practices, undue hardship means the accommodation imposes an undue hardship on your organization’s legitimate business interests.