This is an interesting topic for me. Especially because I live and work in California where we have some of the strictest labor laws on the books. They are designed for worker and or employee protection. In comparison to other jurisdictions we rank pretty high on the amount of legislative actions to be pro-employee. In no way am I making an opinion on what I believe or think about what I have stated. It has been a learning curve as someone in management to navigate the labor law landscape in California. On top of all of this are protections for religious rights or freedoms, and this was something I was hoping to touch more upon in the class. Generally speaking, I believe that the human resources department has a responsibility to ensure the laws are followed, employee relations are conducted in a manner that balances the needs of the business and that of its employees as best they can. The employee and employer relationship is one of mutual benefit, and there is much space within that relationship to ensure its success. Federal law dictates religious accommodations for employees, but there are limitations based upon the impact it may have on the operations of the business. This opens up a lot of gray are where I see it difficult for a human resources department to be equitable in how it addresses religious accommodations. For me, I think that if we are doing the “right” thing, then we are acting ethically. Treating folks with dignity and respect will always lead the way in guiding employee relations in my opinion. “Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. This includes refusing to accommodate an employee’s sincerely held religious beliefs or practices unless the accommodation would impose an undue hardship (more than a minimal burden on operation of the business). A religious practice may be sincerely held by an individual even if newly adopted, not consistently observed, or different from the commonly followed tenets of the individual’s religion.” (EEOC n.d)
This technical assistance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission. (n.d.). What you should know: Workplace religious accommodation. United States Equal Opportunity Commission. https://www.eeoc.gov/laws/guidance/what-you-should-know-workplace-religious-accommodation