A hospital granted some employees a waiver from its mandatory flu vaccine program based on religious objections. But apparently it decided to get into whether a person’s particular religious beliefs are worthy of being considered religious. EEOC pulled the hospital up short and also pulled $300,000.00 out of the hospital treasury for six harmed employees denied a waiver. We thought it did a good job in its press release explaining what managers cannot do when faced with a request for a religious accommodation, “The decree also requires that when considering requests for religious accommodation, the Health Center must adhere to the definition of ‘religion’ established by Title VII and controlling federal court decisions, a definition that forbids employers from rejecting accommodation requests based on their disagreement with an employee’s belief; their opinion that the belief is unfounded, illogical, or inconsistent in some way; or their conclusion that an employee’s belief is not an official tenet or endorsed teaching of any particular religion or denomination.”

About AdminUN

FEDSMILL staff has over 40 years of federal sector labor relations experience on the union as well as management side of the table and even some time as a neutral.
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