This policy states the University’s commitment to providing reasonable accommodations for the sincerely held Religious Beliefs and Practices of employees, students, and other covered individuals unless providing such accommodations would result in Undue Hardship to the University.

Access the Religious Accommodations Policy

What you need to know about this policy:

What it’s about: 

The Policy Statement on Religious Accommodation emphasizes the importance of a diverse and inclusive campus community. As part of this commitment, the University will make good faith efforts to provide reasonable Religious Accommodations to individuals covered by this Policy whose sincerely held Religious Beliefs and Practices conflict with a University policy, procedure, or other academic or employment requirement unless such an accommodation would create an Undue Hardship. This Policy applies to the conduct of, and protects, University students and employees, including faculty members; EHRA non‑faculty employees; SHRA employees; graduate, professional, and doctoral students; post‑doctoral scholars; and student employees. The Policy also applies to contractors and other third parties, including applicants, under circumstances within the University’s control.

The official statement:

This Policy applies to all aspects of religious observance and practice, as well as belief, to enable students, employees, and applicants who engage in such observances or practices to contribute to the University community.

This Policy requires all units in the University to provide reasonable accommodations for the sincerely held Religious Beliefs and Practices of employees, students, and other covered individuals unless providing such accommodations would result in Undue Hardship to the University.

Units should refer covered individuals to the Equal Opportunity and Compliance (EOC) Office and to the Procedures for Religious Accommodations when such individuals present requests for religious accommodations. Units are required to provide reasonable accommodations as determined by the Religious Accommodations Advisory Committee (RAAC).

For information about how to make a request for a Religious Accommodation, see the Procedures for Religious Accommodation.

Discrimination is Prohibited

The University prohibits discrimination based upon Religion under its Policy on Prohibited Discrimination, Harassment and Related Misconduct (“PPDHRM”). Failure to provide a reasonable accommodation under this Policy may constitute discrimination or harassment based on Religion under the PPDHRM. Any individual who believes they have experienced discrimination based upon Religion should contact the EOC Office.

Retaliation is Prohibited

The University prohibits retaliation against students and employees for requesting a Religious Accommodation, participating in an approved accommodation, or otherwise engaging in protected conduct under the PPDHRM. Any individual who believes they have experienced retaliation as described above should contact the EOC Office.

Definitions

Religion: All aspects of religious observance and practice, as well as belief.

Religious Accommodation: A reasonable change in the work or academic environment that enables an individual covered by this Policy to practice or otherwise observe a sincerely held religious practice or belief without Undue Hardship on the University. It can also include any necessary modification to a University policy, procedure, or other requirement for a covered individual’s Religious Beliefs, observance, or practice provided such accommodation is reasonable and does not cause Undue Hardship.

Religious Beliefs: Religious Beliefs include moral or ethical beliefs as to what is right and wrong which are sincerely held with the strength of traditional religious views. They include theistic as well as non-theistic beliefs. Personal preferences, or social, political, or economic philosophies, are not considered Religious Beliefs.

Religious Practices: A religious practice is one motivated by a sincerely held religious belief, not any secular purpose. Certain practices may have both secular and religious motivations, which may require a case-by-case inquiry as to the purpose behind the practice.

Undue Hardship: Imposition of more than a de minimis cost on the University’s operations, which may include those requests that are costly, compromise workplace safety, decrease workplace efficiency, infringe on the rights of other employees, or require other employees to do more than their fair share of the potentially hazardous or burdensome work.