A religious accommodation is any adjustment to the work environment that allows an employee to practice their religious beliefs. Requests may include schedule changes, leave for religious observances, and dress or grooming practices.
Title VII of the Civil Rights Act of 1964 requires employers to reasonably accommodate the religious practice of an employee or prospective employee, unless doing so would cause an undue hardship to the employer. When an employee or applicant needs an accommodation for religious reasons, they should notify the employer.
Note: If your request is medical in nature, please contact the Office for Campus Accessibility at ADAaccess@tulane.edu or visit the Workplace Accommodations page for more information.
What Does Title VII Mean by "Religion"?
Title VII defines "religion" very broadly. It includes traditional, organized religions such as Christianity, Judaism, Islam, Hinduism, and Buddhism. It also includes religious beliefs that are new, uncommon, not part of a formal church or sect, or only held by a small number of people.
Some practices are religious for one person but not for another — such as not working on Saturday or Sunday. Under Title VII, a practice is religious if the employee's reason for the practice is religious.
Social, political, or economic philosophies, or personal preferences, are not considered "religious" beliefs under Title VII.
How to Request a Religious Accommodation
To request a religious accommodation, you have two options:
- Email us: Send your request to employeerelations@tulane.edu. Someone will contact you to schedule an appointment to discuss your request.
- Submit a form: Complete the Request for Religious Accommodation Form and submit it via email to employeerelations@tulane.edu.
