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| Employee Handbook |
| Workplace Religion Guidelines: What is allowed in the workplace? |
A recent set of executive guidelines drafted by the Clinton administration has clarified some of the federal government’s expectations regarding religious freedom in the workplace. Its basic thrust is that as long as religious worship does not interfere with workplace efficiency, or single out or endorse a particular faith, it is admissible.
According to a related article in HR Wire, “the policy makes clear that, if asked, federal employers must adjust schedules and the work environment to accommodate religious beliefs and preferences.” Although these guidelines apply only to federal employment, it is expected that the private sector will follow suit.The guidelines state that members of faiths celebrating holy days must be allowed to take those days off, providing that it does not “impose an undue burden on the agency.” Christmas, Passover, and the Islamic holy month of Ramadan are examples.
In addition, employees should be allowed to wear religious (or cultural) garb and display religious artifacts in their work areas. The guidelines mandate that employees should be permitted to speak with co-workers about religion, as long as the communication does not interfere with the worker’s responsibilities. Not allowed are religious intimidation (a boss questioning a subordinate about lack of attendance at a religious service), severe ridicule, or other improper conduct, such as proselyting or evangelizing at the workplace.Though they cannot comprehensively eliminate problems of religious discrimination in the workplace, these guidelines do suggest an effort to lessen misunderstandings and conflict.
Source: HR Wire
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