Religious Accommodation Policy
I. Purpose
桃太郎映像is committed to supporting equality of opportunity for all employees, student employees, and applicants for employment by affirming the inclusiveness of our community. This commitment includes embracing religious diversity. As part of this commitment, the college will make good faith efforts to provide reasonable accommodation of an employee's or applicant鈥檚 sincerely held religious belief.
II. Scope
This policy applies to all employees of the College, including staff, faculty, and student workers. It also applies to applicants for employment.
III. Policy statement
A reasonable religious accommodation is a change in the work environment or in the way tasks or responsibilities are customarily performed that enables an applicant for employment or employee to participate in their religious practice or belief without undue hardship to the conduct of 桃太郎映像 College's business or operations. 桃太郎映像 intends to adhere to all applicable federal and local laws, regulations, and guidelines with respect to providing reasonable religious accommodations in the workplace.
IV. Procedures
A. Applicants for employment
The Office of Human Resources will work with applicants for employment who may need
a religious accommodation in order to participate in the selection process. Applicants
will need to specify the accommodation request; describe their religious practice
or belief and state how this accommodation enables them to participate in the application
process; and identify if there are other accommodation options that might address
their needs. Any information that applicants provide will be treated confidentially
and maintained separately from application materials.
B. Employees
1. Submission of request for accommodation
An employee whose sincerely held religious beliefs or practices conflict with their
work schedule, college policy or practice, or with other aspects of employment, and
who seeks a religious accommodation, must complete and submit a Religious Accommodation Request Form (PDF) to the Office of Human Resources.
2. Consideration of request
Upon receipt of the employee鈥檚 request for a religious accommodation, the Office of Human Resources will engage in an interactive process with the employee in order to determine a reasonable accommodation. The Office of Human Resources will consult with the department supervisor and may consult with other offices, such as the Office of the Chaplain, as necessary. What constitutes a reasonable religious accommodation will be determined on a case-by-case basis, utilizing input from the employee and the supervisor. The Office of Human Resources is responsible for documenting all religious accommodation requests, as well as proposed alternative accommodations and implemented accommodations.
The College is not required to provide a reasonable accommodation if providing the
accommodation would impose undue hardship to the College. An accommodation would create
an undue hardship to the College if the accommodation diminishes efficiency in other
jobs, infringes on other employees鈥� or students鈥� rights or benefits, impairs workplace
safety, or causes co-workers to carry the accommodated employee鈥檚 share of potentially
hazardous or burdensome work. Factors that will be considered in making this determination
include the nature of the accommodation requested, the duration of the request, alternative
accommodations, the financial impact of granting the accommodations, the impact on
the operation of the department or unit, and the ability of the individual to perform
essential functions of the position if the accommodation is granted. The Office of
Human Resources will consult with outside the Legal Counsel before denying a request
for a religious accommodation.
3. Supervisor responsibilities
Supervisors are responsible for notifying the Office of Human Resources of any request for a religious accommodation brought to their attention. If the employee has not requested an accommodation and the supervisor believes that the employee may need an accommodation, the supervisor should share this information with the Office of Human Resources.
Supervisors are not authorized to grant or deny accommodation requests, but will be included in conversations about the reasonableness of granting the requested accommodation.
Once a reasonable religious accommodation has been agreed upon as noted above, supervisors
are responsible for implementing the accommodation. Supervisors are also responsible
for monitoring the effectiveness of the accommodation, in consultation with the employee
and the Office of Human Resources.
4. Denial of requested accommodation
An individual dissatisfied with the resolution of a reasonable accommodation request can ask the Associate Vice President of Human Resources to reconsider that decision. An individual must request reconsideration within ten (10) business days of receiving the final decision on the employee麓s accommodation request.
If the employee or applicant believes they may have a claim under the College鈥檚 Policy Against Discrimination and Sexual Misconduct they should contact the College鈥檚 Title IX Coordinator.
5. No Retaliation
No person who has requested a religious accommodation shall be subject to intimidation, threats, coercion, or discrimination for requesting such accommodation. Complaints of such retaliation or interference may be filed and processed under the College鈥檚 Policy Against Discrimination and Sexual Misconduct.
V. Responsible office
Questions about this policy should be addressed to the Office of Human Resources.
VI. History
Adopted: April 2016
Updated: October 2019; June 2024