University policy and state law require that all instructors reasonably accommodate conflicts with class attendance, exam schedules, and work requirements resulting from a student’s religious beliefs, observances, and practices.
Any student may appeal in writing an instructor’s adverse decision to a request based on religious beliefs, observances, and practices to the dean of the academic unit offering the course. Before taking action, the dean or director should request that the instructor explain his or her denial in writing.
The law requires the University to reasonably accommodate employees’ religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employing department. This means the University may be required to make reasonable adjustments to the work environment that will allow an employee to practice his or her religion. This also applies to such things as dress or grooming practices that an employee has for religious reasons. It also includes an employee's observance of a religious prohibition against wearing certain garments.
Examples of some common religious accommodations include: flexible scheduling, voluntary shift substitutions or swaps, job reassignments, modifications to workplace policies or practices, leave for religious observances, wearing particular head coverings or other religious dress, or wearing certain hairstyles or facial hair.
Requesting a Religious Accommodation:
When an employee or applicant needs an accommodation for religious reasons, she or he should notify the Office for Access and Equity. If the Office for Access and Equity reasonably needs more information, it and the employee will engage in an interactive process to discuss the request. If it would not pose an undue hardship, the department must grant the accommodation.
Calendar link is forthcoming