The EEOC notes that the "sincerity of an employee's stated religious beliefs also is not usually in dispute" but it can be called into question based on factors including past behavior inconsistent with the stated beliefs or if the timing of the request makes it suspect. Employers cannot assume a request is invalid because the religious beliefs in question are unfamiliar to them. Nontraditional beliefs are protected but employers may make inquiries about the nature of employees' beliefs. Protected BeliefsĮmployees should also not assume that employers are familiar with their particular religious beliefs. If the person seeking an exemption does not cooperate with that inquiry, they risk losing any later claim that their employer denied them accommodation improperly. "As a best practice, an employer should provide employees and applicants with information about whom to contact, and the procedures (if any) to use, to request a religious accommodation," the EEOC says.Įmployers should generally assume that a request for a religious exemption is based on sincerely held beliefs but they are permitted to make "a limited factual inquiry" and seek "additional supporting information."
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