Religious accommodation claims are on the EEOC's radar
screen. This means that offering religious accommodations to
employees and applicants must be on your radar screen as well.
Most dealerships know that they cannot discriminate against
employees and applicants based on their religion. But employers are
also required to provide a reasonable accommodation to an
employee's or applicant's "sincerely held"
religious beliefs, unless doing so would cause more than a minimal
burden on the operations of your business. Common religious
accommodations that dealerships should consider include flexible
scheduling, voluntary shift substitutions or swaps, job
reassignments, and modifications to workplace policies or
practices.
