Mere tolerance of religious differences in the workplace isn’t enough. Federal and state discrimination laws also require employers to take affirmative steps to accommodate the religious beliefs of employees and job applicants to the point of undue hardship. The starting point for compliance is implementing an accommodations policy. Here’s a model you can adapt for your own lab based on the circumstances and specific state or local regulatory requirements.
 |
 |
| Editor’s picks: | ||
 Employee handbook compliance 101
|
 Can you require your medical office workers to get a flu shot? |
 Job interviews: how to ask personal questions without committing discrimination |
