Employers may receive requests for religious accommodations and should be aware of the Title VII requirement to grant accommodation requests.
Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. Further, the Act requires employers to reasonably accommodate the religious practices of an employee or prospective employee, unless doing so would create an undue hardship.
Ramadan is one of the holiest months in the Muslim faith and begins during the first week of April 2022. Fasting during Ramadan is one of the Five Pillars of Islam and is a requirement of the religion. Muslims believe that Ramadan is a time to detach from unnecessary pleasures. Muslims abstain from eating and drinking, including water, from dawn to dusk for the entire month of Ramadan. Muslims are also encouraged to observe the five daily prayers on time and to use the time just before breaking their fast at sunset to recite their holy book, the Quran. After the sunset prayer, a large feast is shared with family and friends. Across America, many mosques set up tents and tables for the public to eat free meals every night of Ramadan. The end of Ramadan is marked by intense worship. Some Muslims go into reclusion on those final days, spending all of their time in the mosque. The end of Ramadan is celebrated by a holiday called Eid al-Fitr.
The following are some common examples of reasonable accommodations:
- Changing daily/weekly schedules to allow for religious services or observances, for prayer that must occur at specified times, or for a belief in refraining from work on certain days
- Allowing leave to accommodate religious holidays
- Changing or transferring a task that conflicts with a religious belief
- Making exceptions to policies such as dress and grooming codes
- Permitting certain religious expression
During Ramadan, it might be reasonable to provide a break at sundown. Muslim employees may want to take time off at the end of Ramadan for Eid al-Fitr. If seniority rules exist which preclude this kind of flexible scheduling, encouraging voluntary substitutions and "swaps" may be considered reasonably accommodating.
Flexible scheduling can include:
- Altering arrival and/or departure times
- Using floating or optional holidays
- Providing flexible work breaks
- Allowing the use of lunchtime in exchange for early departure
- Staggering work hours
- Permitting employees to make up time lost due to religious observances
What Opportunities can Ramadan provide?
While creating workable schedules is often daunting for managers in the face of conflicting requests for break time and time off, accommodating employees' religious observances can be an opportunity. Savvy supervisors will strive to create an inclusive workplace when they are knowledgeable and informed about religious accommodation in the workplace and aware of Ramadan. By treating all employees with dignity and respect these managers are building cohesion and morale. An increase in long-term productivity is the likely result.
For more information on Religious Discrimination and Religious Accommodation see:
Religious Garb and Grooming in the Workplace: Rights and Responsibilities www.eeoc.gov/eeoc/publications/qa religious garb grooming.cfm
Fact Sheet on Religious Garb and Grooming In the Workplace www.eeoc.gov/eeoc/publications/fs religious garb grooming.cfm
EEOC Compliance Manual: Religious Discrimination (2008) www.eeoc.gov/policy/docs/religion.html
Questions and Answers: Religious Discrimination in the Workplace (2008) www.eeoc.gov/policyIdocs/qanda religion.html
Best Practices for Eradicating Religious Discrimination in the Workplace (2008) http://www.eeoc.gov/policy/docs/best practices religion.html
