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Religious Accommodations Policy

  • This Religious Accommodations Policy outlines a private employer’s policy about religious accommodations, as part of equal employment opportunities.
  • Title VII of the Civil Rights Act of 1964 (Title VII) requires covered employers to reasonably accommodate an applicant’s or employee’s sincerely held religious belief if there is a conflict between the individual’s religious belief or practice and a work requirement, unless it would cause an undue hardship on the employer’s business.
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Description

Religious Accommodations Policy

Religious Accommodations Policy Preparation Form – We recommend that you gather the information in this form prior to accessing the online questionnaire.  Doing so will help you efficiently create your custom Religious Accommodations Policy.

Summary

This document outlines a private employer’s guidelines about providing religious accommodations, as part of equal employment opportunities. Title VII of the Civil Rights Act of 1964 (Title VII) requires covered employers to reasonably accommodate an applicant’s or employee’s sincerely held religious belief if there is a conflict between the individual’s religious belief or practice and a work requirement, unless it would cause an undue hardship on the employer’s business.

Details

Although not required by federal law, employers covered by Title VII may implement a religious accommodations policy to:
  • Demonstrate their commitment to complying with Title VII.
  • Inform employees of the process for requesting an accommodation.
Employers may incorporate this policy into an employee handbook or use it as a stand-alone policy document. As an alternative to using a separate, stand-alone religious accommodations policy, some employers opt to include language about their commitment to equal employment opportunities for individuals regardless of their religious beliefs or absence of beliefs in their equal employment opportunity (EEO) policy. Job Applicants

Although this policy primarily addresses accommodations for existing employees, Title VII also protects job applicants. Employers may have to accommodate applicants, even if they do not specifically ask for an accommodation. Employers should consider providing this policy or a modified version of this policy to applicants during the hiring process.

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Helix Compliance
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info@helixcompliance.com
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www.HelixCompliance.com
Office Location(s)
New York

747 Third Ave., 2nd Floor

New York, NY 10017

Company Size

2

About

Headquartered in the heart of Midtown Manhattan, Helix Compliance is a legal tech firm that helps turn dreams into reality.  Managed by US-based attorneys—current and former General Counsels, Chief Compliance Officers, and Law Firm Practitioners—Helix provides essential documentation for non-profit organizations, small business owners, and individuals to achieve their goals and protect their organizations.  By embracing leading automation technology methods, Helix seeks to efficiently improve the quality, while reducing the cost, of fully customizable business documentation.  If you would like to learn more about Helix and how we can help you, please do not hesitate to send a message to info@helixcompliance.com.

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Compliance and Risk Management
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