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Suppose an employee, an adherent of a religion you’ve never heard of, requests time off from work on certain religious observance days.
The EEOC has some advice for employers:
Because the definition of religion is broad and protects beliefs, observances, and practices with which the employer may be unfamiliar, the employer should ordinarily assume that an employee’s request for religious accommodation is based on a sincerely held religious belief.
One employer apparently didn’t get the memo.
Last week, the EEOC announced that an employer agreed to settle a religious accommodation lawsuit for $60,000, where the EEOC charged that the