“You need time off to go to church? Who do you think you are? I’m the boss around here, and I tell you when you’re going to work!” Such reactions to requests for religious accommodation are typical, but also pose serious liability risks for employers.
Many employers don’t realize they have a legal obligation to accommodate their employees’ religious beliefs and practices. When employees seek arrangements that will allow them to obey both the dictates of their faith and their employer, they are often told such arrangements are “too difficult,” or “If we accommodate you, we have to do it for everyone.” These kinds of responses can only lead to one thing: litigation.
On the flip side, when employers both recognize the problem and address it constructively, they often wind up in a “win-win” situation—gaining the trust and loyalty of an employee who will provide reliable, long-term service.
In this 90-minute audio conference recording, our experts will provide an overview of employees’ legal rights and employers’ obligations in this area, as well as practical advice on how to handle issues involving religion in the workplace. They will also provide strategies for turning religious accommodation “problems” into winning solutions.
You and your colleague will learn:
- What the law says about religious accommodation
- Common mistakes employers make in this area – and how to avoid them
- What constitutes appropriate religious behavior in the workplace
- The types of accommodations you may need to provide
- How to handle the “why does he/she get time off?” questions from co-workers, and other morale issues that may arise
- How to prevent religious discussions or activities from generating allegations of harassment or a hostile work environment
- How to handle religion-based piercings, clothing, headpieces, and facial hair in your dress code policies
- What to do when an employee refuses certain duties due to his or her religious beliefs
- How to create a “faith-friendly” yet nondiscriminatory workplace
This audio conference was recorded on Tuesday, September 9, 2008
About Your Speakers:
Alan J. Reinach, Esq., is the president of the Seventh-Day Adventist Church State Council in Westlake Village, California. He has been addressing religious accommodations for the Seventh-Day Adventist Church for 20 years, handling thousands of such problems during that time, and has become one of the nation’s most sought-after speakers on the topic. Because he takes a unique, problem-solving approach to conflicts he describes as “biblical peacemaking,” his insights are far more relevant and beneficial to human resources professionals and management-side attorneys than the typical presentation expected from those representing employees.
Allison West, Esq., SPHR, is principal of Employment Practices Specialists, LLC, in Pacifica, California. West specializes in developing and delivering training programs that address employment law and human resource issues - both in the United States and internationally. Her expertise also includes conducting workplace investigations; one-on-one sensitivity training for managers and employees concerning harassment, discrimination, and diversity awareness issues; coaching managers and employees with disciplinary and/or behavioral problems; providing expert witness assistance; and customizing employee handbooks, policies, and procedures.
West is a member of the State Bar of California. She holds a Senior Professional in Human Resources certification and is a member of the Society for Human Resource Management, Northern California Human Resource Association, and San Francisco Bar Association. She received her B.A. from the University of Colorado, Boulder, and her J.D. from Golden Gate University in San Francisco.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR, SPHR, and GPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI home page at www.hrci.org.
