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As Jon says “Moreover, after engaging in that interactive process, the employer can only deny the request: 1) if it poses an undue hardship, or 2) if the employee cannot perform the essential functions of the job with or without the accommodation.
The law requires an employer or other covered entity to reasonably accommodate an employee’s religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer’s business.
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We had a reservation at the Kauri Park Motel and unfortunately there was a double booking error with Booking.
If you make accommodations for others that have heart conditions, cancer, a broken leg, or whatever you must provide similar accommodations. How you treat your employees has an effect greater than just that single employee.
What do you do if you have fewer than 15 employees? All the rest of your employees watch what you do and you measure the company by your response.
If loyalty and employee retention is not important to you then ignore my advice.
However, there is a cost to you and your company greater than the money involved with making an accommodation.
Use this strategy carefully.) Two other times when an accommodating strategy can be appropriate: (1) if you are a manager and want your subordinates to take on responsibility and learn from their own mistakes, and (2) when you are hopelessly outmatched in power and the other side is using a competing strategy and you are going to lose anyway. If you feel that your concerns are never acknowledged and your opinions are ignored, you may be too accommodating.
From the point of view of the Equal Employment Opportunity Commission an accommodation probably incorporates all of these aspects. The simple answer to this question is that accommodation, or at least an attempt at accommodation, is required by law for companies of 15 or more employees.
My friend Jon Hyman, attorney and blogger extraordinaire, points out “.” This also applies to potential employees.