A religious accommodation claim is different from a disparate treatment claim. An individual alleging denial of religious accommodation is seeking an adjustment of a neutral work rule that infringes on the employee's ability to practice his / her / their religion. A reasonable religious accommodation is any adjustment to the work environment that will allow the employee to comply with his / her / their religious beliefs. However, it is subject to the limit of more than a de minimis cost or burden. Accommodation requests most often relate to work schedules, dress and grooming, or religious expression or practice while at work. Ann's employer questions whether she really has sincerely-held beliefs sufficient to impose the duty for it to accommodate her request to start her workday five minutes into the scheduled shift. Do you think an employer has the right to question whether one's beliefs are "sincerely-held"? If so, what inquiries can an employer legitimately make to seek such corroboration? To what extent may an employer seek corroborative information to substantiate the employee's request? Ann's employer is concerned that if it grants Ann's request, other employees will come forward with similar requests, which will disrupt business operations. You have been hired in as a special consultant to analyze this matter and make recommendation. What recommendation(s) do you have? Please support your recommendation(s) with your thoughtful analysis

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Analysis and Recommendations Employers Right to Question Sincerity of Beliefs An employer has a limited right to question the sincerity of an employee... View the full answer