Be prepared to handle time off requests for religious observance

The holidays are just around the corner, and like every year, employers should start bracing for time-off requests. Many requests may be for religious observation. Employers should be aware and mindful of how they address requests. Indeed, according to statistics compiled by the U.S. Equal Employment Opportunity Commission (EEOC), last year alone, employers in the United States paid out approximately $9.5 million in monetary benefits to applicants and employees as a result of religious discrimination charges. And this doesn’t include amounts paid through settlement of claims. Read on to ensure your company is equipped to handle religious accommodation requests this holiday season.

Religion under Title VII

Title VII of the Civil Rights Act of 1964 and the Wisconsin Fair Employment Act (WFEA) prohibit discrimination based on religion and creed, respectively. They both mandate that employers reasonably accommodate the religious beliefs and practices of employees, unless doing so would cause undue hardship. The protection extends to religious discrimination that involved treating an employee differently because they are married to (or associated with) someone of a particular religion.