A religious accommodation is any adjustment to the work environment that will allow 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 to do 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.
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 religious for another person, such as not working on Saturday or on 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 "religious" beliefs under Title VII.
How to Request a Religious Accommodation
If you have questions related to religious accommodations or wish to request one, please email us at email@example.com. Someone will contact you to schedule an appointment to discuss your request. You may also complete the Request for Religious Accommodation Form, then submit it via email to firstname.lastname@example.org.
If it is a medical request, employee need to contact the Office for Campus Accessibility by email at: ADAaccess@tulane.edu. More information can be found here: https://hr.tulane.edu/content/workplace-accommodations.
To request a religious exemption for the COVID-19 Vaccination Policy, complete the form found here and submit to EmployeeRelations@tulane.edu.