Accommodating religious beliefs and practices in the workplace

That is why the preference would be to keep her in the promoted position, accommodate her professed religious belief not to travel, but also determine whether the position being performed without traveling merits less pay, since other employees are forced to pick up the slack.

The first question is a more difficult one, since it is not clear that the husband’s preference that his wife refrain from all travel or from driving a car to perform her duties stem from actual, sincerely held religious beliefs …

“When your husband arrives early you act unprofessional and antsy. It is no different from any employee who checks out before the work day is over and it needs to stop.” Also, on a verbal basis you might want to consider a domestic violence referral or applicable state leave laws because this level of control is, to put it mildly, unusual.

There are really two questions at issue here: (1) Is the employee’s request based upon a sincerely held “religious” belief if it based solely upon her husband’s religious or moral beliefs?

You gave her a promotion that requires travel, so take the promotion away. In writing, I would be a lot more cautious with my wording.

I would lay out the test for religious accommodations, how to engage in the interactive process.

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