Reasonable Accommodations for Religious Observances

Employee Accommodations Requests [] Having trouble viewing this email? View it as a [webpage.]( Reasonable Accommodations for Religious Observances As the Office of Federal Contract Compliance Programs begins scheduling [Accommodations Focused Reviews](, we would like to remind federal contractors of their obligation to grant accommodation requests from employees whose religious observances or practices require that they abstain from work during certain times of the workday or workweek ([41 CFR 60-50.3](). Contractors are required to grant these accommodation requests for religious observances unless the contractor can demonstrate that doing so would create an undue hardship on the contractor’s business. Generally, accommodation requests do not need to be accompanied by documentation. The contractor should ordinarily assume that an employee’s request for an accommodation is based on a sincerely held religious belief. Some other examples of reasonable accommodations for religious observances can include: - Adjusting schedules so that employees do not have to work on religious holidays or Sabbaths. - Providing space and time for prayers. - Allowing employees to wear religious head coverings or facial hair. [Department of Labor]( [Home]( | [About]( | [Contact]( [Unsubscribe]( | [Subscriber Preferences]( | [Subscriber Help]( --------------------------------------------------------------- This email was sent to {EMAIL} using GovDelivery Communications Cloud on behalf of: U.S. Department of Labor Office of Federal Contract Compliance Programs · 200 Constitution Ave., NW · Washington, DC 20210 · 1-800-397-6251 [GovDelivery logo](