Religious Accommodation in the Workplace: A $61,000 Employer Lesson

Employers are required under Title VII of the Civil Rights Act to provide reasonable accommodations for employees’ sincerely held religious beliefs. A recent case involving a medical practice underscores just how costly it can be when organizations fail to meet this obligation.

The Case: Scrub Skirt Request Denied

An employee of a medical practice requested to wear a scrub skirt instead of scrub pants because of her deeply held religious beliefs. Rather than allowing the adjustment, the practice refused her request and ultimately terminated her employment.

The Equal Employment Opportunity Commission (EEOC) stepped in and found that the scrub skirt was a reasonable religious accommodation. The refusal to grant it led to a $61,000 settlement paid by the medical practice.

Why This Matters for Employers

Religious accommodations in the workplace are not optional. Under federal law, employers must reasonably adjust workplace policies or dress codes unless doing so would create undue hardship. In this case, the accommodation request was straightforward and did not interfere with patient care, safety, or operational needs. The employer’s refusal created significant liability and financial loss.

Key Lessons for Employers

1. Understand the Law

Title VII requires employers to accommodate sincerely held religious beliefs, practices, and observances. This includes requests related to work schedules, dress, grooming, and other workplace policies.

2. Evaluate Accommodations in Context

Employers should assess whether the requested accommodation would cause an undue hardship. Many accommodations, like allowing alternate clothing, cost little or nothing and should be granted.

3. Train Managers and HR Staff

Frontline leaders need training on how to handle accommodation requests. A lack of knowledge often leads to missteps that create unnecessary legal exposure.

4. Engage in the Interactive Process

When an employee makes a request, engage in an open and documented discussion. Explore possible solutions and consider whether the adjustment is reasonable.

5. Document All Decisions

Maintain written records of requests, the evaluation process, and final decisions. Documentation can help demonstrate good faith efforts and compliance if challenged.

The Bottom Line

Religious accommodations are an important aspect of maintaining a respectful and legally compliant workplace. Denying them without clear justification can result in costly EEOC actions, legal settlements, and reputational harm.

Employers should ensure that their policies and training emphasize both respect for diversity and compliance with federal law. By handling accommodation requests thoughtfully and consistently, organizations can protect themselves while fostering an inclusive culture.

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