Virtually every civic leader in the American Founding agreed that governments, in the words of James Madison, should not compel “men to worship God in any manner contrary to their conscience.” By the late 20th century, it was a rare legislative body that would even consider explicitly dictating or banning a religious practice.
In one of these extraordinary cases, the town of Hialeah, Florida, banned the slaughter of animals in religious ceremonies but not for other purposes.
But the worker still has a conflict because it is against her religion to work even one Saturday a month. In some parts of the nation, Federal courts have interpreted "reasonable accommodation" in a way that the employer does not necessarily have to completely eliminate the conflict between the worker's religion and job duties.
California recently adopted a regulation clarifying that a "reasonable accommodation" is one that completely eliminates the conflict between the job duty and the worker's religion.
As a small business owner, your first priority relating to addressing religion in the workplace should be securing a comprehensive Indianapolis Employment Practices Liability policy.
This will protect you should an employee sue you for religious or any other type of discrimination.
Consider giving employees one or two personal holidays per year they can use for religious observances.
On religious holidays when employees do come to work, be flexible by allowing them to come in late or early or take extended lunch breaks to accommodate worship schedules. Hijabs, flowing robes, and long beards are all examples of religious dress that could run afoul of your company’s dress code.
The law applies only to those who hold a sincere belief that falls within the broad definition of religion.The explosive growth of government at both the state and national levels in the 20th century has made accommodations even more important for protecting religious actors.Because religious liberty has been highly valued by both Democrats and Republicans, legislatures have routinely crafted accommodations to protect religious individuals.By one count from the early 1990s, there were approximately 2,000 federal or state laws that accommodated religious citizens. In virtually all of these cases, there is little evidence that these accommodations have harmed other individuals or kept either the states or the nation from meeting significant policy objectives.America’s laudable history of protecting religious citizens from otherwise valid laws makes it clear not only that it is possible to protect “the sacred rights of conscience” and promote the common good, but also that religious accommodations promote the common good.