Under FEHA, what approach should an employer take regarding religious observances?

Under FEHA, what approach should an employer take regarding religious observances?

• A. Require employees to disclose religious beliefs
• B. Avoid inquiring whether a religious observance is required and accommodate observances the employee prefers
• C. Ban religious observances during work hours
• D. Ignore religious accommodations

Answer: (B)

Under FEHA, employers must reasonably accommodate an employee’s religious observances unless doing so would create an undue hardship for the business. The best approach is to avoid requiring employees to disclose their religious beliefs and to engage in an interactive process to determine a workable accommodation based on what the employee needs. This could include flexible scheduling, swapping shifts, taking time off for religious holidays, or allowing dress or practice adjustments, as long as the accommodation is reasonable and does not disrupt essential operations. If the requested accommodation isn’t feasible, the employer should offer alternatives that still meet the goal of accommodating religion without causing undue hardship. This protects the employee’s right to religious practice while balancing the employer’s reasonable operational needs.

Under FEHA, employers must reasonably accommodate an employee’s religious observances unless doing so would create an undue hardship for the business. The best approach is to avoid requiring employees to disclose their religious beliefs and to engage in an interactive process to determine a workable accommodation based on what the employee needs. This could include flexible scheduling, swapping shifts, taking time off for religious holidays, or allowing dress or practice adjustments, as long as the accommodation is reasonable and does not disrupt essential operations. If the requested accommodation isn’t feasible, the employer should offer alternatives that still meet the goal of accommodating religion without causing undue hardship. This protects the employee’s right to religious practice while balancing the employer’s reasonable operational needs.