For example, suppose an employee’s religion requires that he or she wear particular clothes that are considered hazardous if worn near moving equipment or machinery.
Unless there is another type of clothing that would meet the employee’s religious needs, permitting the employee to work in those clothes may be an undue hardship because of legitimate safety rules or regulations.
Most times, this sort of accommodation is easily made and other employees with offices may offer use of their offices for the few minutes needed.
Keep in mind that if you accommodate prayers at work as required by an employee’s religion, other employees may approach you for permission to hold other types of religiously associated meetings.
If an exception is permitted, it does not need to be applied to other employees who have nonreligious tattoos and demand the policy exception for themselves. If an employee’s religious practice requires time for prayer during the workday, employers should try to find an appropriate place to allow for prayers.
That could be an office or conference room, or an otherwise separate area where the employees can pray in private.
Employers are familiar with “reasonable accommodation” under the Americans with Disabilities Act (ADA).