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Human Resource Policy for Freedom of Religion or Belief (FoRB) in the Workplace

Recommended language for a Company’s HR policies (see pdf, page 4):

Discrimination on the Basis of Religion or Belief.

[Name of Company] is an equal opportunity employer, and prohibits discrimination on the basis of religion or belief. This prohibition on religious discrimination applies to all aspects of employment including, without limitation, recruitment, interviewing, hiring, training, job assignments, promotions, demotions, compensation, benefits, transfers, terminations, layoffs, firing, recalls, tuition assistance, and social and recreational programs.

It is the responsibility of every employee to strictly comply with this policy. This policy prohibits unlawful harassment of any kind, including jokes, slurs, offensive gestures, and bullying on the basis of religion or sincerely held beliefs. Furthermore, supervisors should allow religious expression among employees to the same extent that they allow other types of personal expression that are not harassing or disruptive.

Any employee who feels that he or she has been treated contrary to this policy, including any harassment by company personnel or work-related harassment by any other person, should contact his or her supervisor, any member of the human resources department or the employee relations office. Any employee who is found to have violated this policy shall be subject to disciplinary action up to and including termination of employment. [Name of Company] will not retaliate against any employee for filing a complaint and will not tolerate retaliation by management, employees, or co-workers.

Religious Accommodation.

[Name of Company] respects the religious beliefs and practices of all employees and will provide, upon written request, a reasonable accommodation. A reasonable accommodation is one that does not create an undue hardship on the company’s business.

a. Requesting a Religious Accommodation. An employee whose religious beliefs or practices conflict with his or her job, work schedule, or with [Company Name]’s policy or practice on dress and appearance, or with other aspects of employment, and who seeks a religious accommodation must submit a written request for a reasonable accommodation to the company’s human resources department. The written request will identify the type of religious conflict that exists.

b. Providing Religious Accommodation. The human resources department will evaluate the request, considering whether a work conflict exists and whether an accommodation is available that is reasonable and that would not create an undue hardship on [Company Name]’s business. Depending on the type of conflict and suggested accommodation, the human resources department may confer with the employee’s supervisor. The human resources department and employee will meet to discuss the request and decision on an accommodation within thirty (30) days of the employee’s request. If the employee accepts the proposed religious accommodation, the human resources department and/or the employee’s supervisor will implement the decision. If the employee rejects the proposed accommodation, he or she may appeal in accordance with the company’s general grievance policy and procedure.