Accommodating workers

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Specifically, he claimed the hospital failed to accommodate his sincerely held religious beliefs by refusing to permit him to wear a protective mask in lieu of receiving a flu shot.Those mandated actions include modifying its accommodation policy to permit employees to appeal the termination of an accommodation for sincerely held religious beliefs, and providing annual training on that policy to its human resources employees and its “flu committee” for the next two years.Bottom Line for Employers: While the hospital settled this case without the need for further litigation, the EEOC’s willingness to bring litigation in this situation serves as a reminder that an employer must accommodate sincerely held religious beliefs unless it can show making such accommodations will cause it to suffer an undue hardship.By visiting this website, certain cookies have already been set, which you may delete and block.By closing this message or continuing to use our site, you agree to the use of cookies.

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