Obligations will vary for
employers, based on the type business, undue hardships, and employee needs and
requests, but there are several options for accommodating Muslim employees
celebrating Ramadan. These include
allowing more flexible work schedules to permit employees to break the daily
fast at home with family, giving additional time to pray more frequently during
the day, and providing a place for prayer.
Employers should also take this
time to review religious accommodation policies and remind employees about
non-discrimination and anti-retaliation laws and policies.
By: Ethan Don
First Published: The Law Firm of Paley Rothman Law Blog