Accommodations Related to Religion

Overview

The �Ӱ�ԭ�� respects the religious beliefs and practices of its employees and does not tolerate religious discrimination. Consistent with these values, federal and state law, and the �Ӱ�ԭ�� Non-Discrimination and Anti-Harassment Policy, the �Ӱ�ԭ�� will attempt to make, upon request, reasonable accommodations to alleviate conflicts between employees’ religious practices and work requirements, unless doing so imposes an undue hardship.

�Ӱ�ԭ�� Religious Accommodations Policy

ELIGIBILITY: This Policy applies to all faculty and staff only.

EMPLOYEES: Consistent with the �Ӱ�ԭ��’s commitment to recruiting and retaining a diverse workforce, to interfaith engagement, and to cura personalis, the �Ӱ�ԭ�� prohibits discrimination on the basis of religion. As expressed inNon-Discriminationand Anti-Harassment Policy, the �Ӱ�ԭ�� is sensitive to the diverse religious practices and observances of its employees.

If you have any questions, please contact the Office of Equity & Diversity:

Tel: 570 941-6645 or elizabeth.garcia2@scranton.edu or diana.collins@scranton.edu

STUDENTS: Please complete the Student Request for Religious Accommodation Form, create your request in the Accommodate System, and upload it to the system using the Documents tab. You can also access Accommodate through the my.scranton.edu portal by clicking on the Student tab, then on Accommodate.

If you have any questions, please contact our office at non-academic-accom@scranton.edu or call 570-941-6645.

Complaints of discrimination may be filed in accordance with the .

Important Terms and Definitions

Employees: includes all faculty and staff.

OED: is the Office of Equity and Diversity.

Interactive Process: The interactive process is the ongoing process by which the �Ӱ�ԭ��, through the Office of Equity and Diversity, and the employee engage in a dialogue to determine what, if any, accommodations may be implemented to allow the employee to practice their religious beliefs and to perform the job duties with the �Ӱ�ԭ��. The process may include obtaining and reviewing information about the tenets of the employee’s religion.

Religion: is broadly defined by Title VII of the Civil Rights Act. Religious beliefs, practices, and observances include those that are theistic and non-theistic (moral or ethical beliefs as to what is right and wrong which are sincerely held with the strength of traditional religious views). Title VII requires employers to accommodate religious beliefs, practices, and observances if the beliefs are “sincerely held” and if the reasonable accommodation poses no undue hardship to the �Ӱ�ԭ��.

Religious Accommodation: A reasonable religious accommodation is any adjustment to the work environment that will allow the employee to practice or otherwise observe a sincerely held religious practice or belief. Accommodations are determined on a case-by-case basis by the Office of Equity and Diversity.

Requesting a Religious Accommodation

EMPLOYEES must complete the and return the completed form to OED to start the interactive process. If OED receives information that an employee may require a religious accommodation, via email, telephone or third party, OED will contact the employee and request that the employee complete the .

The form requires information related to the religious or seriously held belief or practice for which the employee is requesting an accommodation, as well as the requested accommodation or modification to policy, practice, or schedule. The employee must detail the nature of the work conflict. Whenever possible, employees should make the request at least 15 business days in advance of the desired accommodation.

STUDENTS: Please complete the Student Request for Religious Accommodation Form, create your request in the Accommodate system, and upload it . If you have any questions, please contact our office at non-academic-accom@scranton.edu or call 570-941-6645.

Supervisory Responsibilities

Supervisory employees of the �Ӱ�ԭ�� are required to refer employees who may require a religious accommodation to OED within 48 hours of the request, or as soon as reasonably possible, for processing in accordance with this policy.** OED will work directly with the employee, and consult with the Department, as necessary, to determine an appropriate accommodation. During the interactive process, a Department supervisor must work with OED to provide a suggestion for an alternative accommodation if called upon by OED.

Office of Equity and Diversity

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Institute of Molecular Biology and Medicine, Suite 315

Phone: (570)941-6645

Elizabeth.garcia2@scranton.edu

**This policy is not intended to conflict with the Faculty Absence Policy. If there is a conflict between this policy and the Faculty Absence Policy, the Faculty Absence Policy shall prevail.

Filing an Appeal or Complaint

Filing an Appeal: Eligibility for accommodation is determined through an interactive process between the individual employee and OED. If an accommodation is denied, the individual employee may choose to pursue an appeal through the following processes. Appeals must be filed by the employee within 15 business days of being denied.

In writing to the Vice President of Human Resources, explain:

the requested accommodation
the accommodation provided, if any
medical documentation supporting the requested accommodation
a brief summary of what occurred during the interactive process and
attach any and all communication between the individual and OED

The Vice President of Human Resources will contact OED for a written response to the appeal, and OED will have 15 business days to respond to the Vice President. The Vice President will issue a decision within 15 business days of receiving OED's response.

Filing a Complaint: Applicants denied a job, or an equal opportunity to apply for a job, based on a protected class may file and process a complaint pursuant to the .

Employees can process a harassment or discrimination complaint pursuant to the .

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Office of Equity & Diversity

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