The EEOC reports that discrimination based on religion is a fast-growing problem that’s reflected in the leap in complaints filed by workers. The main problem: Few employers are certain how to handle requests for days off or flexible hours.

Some employers take the path of least resistance: They generally OK all requests for religious accommodation, out of fear of getting sued and being charged with interfering with an employee’s right to worship — no one wants to be stuck with that label.

There is a manageable middle ground, however, in which you don’t have to rubber-stamp all requests, even the iffy ones, and can put some responsibility on the employee, if you know the general rules:

• Federal law requires employers of 15 or more people to “reasonably accommodate” requests for time off or other exceptions based on religion. But if you can show that such an accommodation can’t be offered without causing severe harm to business, you have justification for turning down the request. Example: You have an employee who’s the only one in the company able to perform a function that must be done on a strict schedule.
• In interviews, you can’t ask candidates if they’ll require a religious accommodation if hired. You, however, should make the work schedule clear so that no one can later say there was a misunderstanding about the degree of flexibility.
• Religious accommodation isn’t treated in the same way as disability accommodation: There’s no documentation required from an employee who’s requesting a religious accommodation. Still, it’s reasonable for you to ask for some notice about the need for and schedule of the requested time.

Note: Religious-accommodation suits over clothing or articles of worship worn at work are less common but still likely. The general rule on clothing and other articles is that you can ban their wearing if they interfere with business or pose a safety hazard.

Tags: eeoc, interviews, religious accommodation