Religious Accommodations - Undue Hardship
We operate a 24/7 long term care facility. We require all CNAs, LPNs and RNs to work every other weekend. A CNA applicant did not indicate on her application or during the interview that she could not work on Sundays so we hired her. During orientation, she informs us that she is not available on Sundays. Both the Director of Nursing and I (HR Director) spoke to her, reiterated our policy that was discussed during the interview, and explained that several employees would like to have Sundays off but we do not make exceptions. We told her if she isn't available on Sundays we would have to terminate her employment.
She is now stating she can not work due to religious reasons and she gave us a note from her pastor stating it’s against their belief to work on Sundays.
It is very difficult to staff the facility during the weekends which is why we made the policy. Would this be considered an undue hardship for us to make this accomodation due to staffing problems?
Comments
[quote user="Chicago1"]. . .But, before I would terminate someone who has asked for a religious accommodation, I would check with my attorney. [/quote]
+1
There is a danger the the employer's obligation will depend on circuit.
Generally speaking, you can't say "we don't make religious accomodations." Therefore, when you say that the company does not permit employees to get out of their weekend work duties, you have to have a reason that is within the religious accomodation exceptions.
If you read the blurb on EEOC's website about religious accomodation, you will see that EEOC begins with a presumption that there is something the employer can do:
However, the EEOC does set standards for exceptions that, naturally, conflict with standards for accomodation.
http://www.eeoc.gov/laws/types/religion.cfm
This means the EEOC's determination is made on a case by case basis. Only a local attorney can properly advise you about the specifics of your case in your state (which may also have a relevant statute with different standards), in your federal circuit.