Page 3 - The Leadership Line: December 2023

Religious Accomodations at MIL

Religious accommodation is the process by which employees and supervisors reasonably
accommodate an individual’s sincerely held religious belief. This process is part of MIL’s
commitment to diversity and nondiscrimination, in accordance with state and federal laws
and regulations, including Title VII of the Civil Rights Act of 1964, the Equal Employment
Opportunity Commission (EEOC) Guidelines on Discrimination Because of Religion.
Employers with more than 15 employees must grant requests for time off for religious observances
not listed on the company’s holiday schedule, unless it would cause an undue hardship, according
to the EEOC.

Religious Accomodations

MIL seeks to provide an inclusive work environment
that allows all people to fully contribute to mission
success. Therefore, any individual who requires an
accommodation including individuals with disabilities;
individuals with limitations related to pregnancy,
childbirth, or related medical conditions; or individuals
with religious beliefs or observances can request a
reasonable accommodation under MIL’s Reasonable Advice to Managers
Accommodation Policy.
» Make sure employees are treated in a consistent and
MIL administers its Reasonable Accommodation Policy nondiscriminatory fashion
in accordance with the Americans with Disabilities
Act (ADA), as amended, and other applicable state » Keep in mind that “religious belief” is defined broadly
and federal laws including Pregnant Worker Fairness by state and federal courts and doesn’t just include
Act (PWFA) and Title VII of the Civil Rights Act of traditional religions. Don’t deny a request because
1964. An employee who wishes to request a reasonable you don’t think it’s a “real” religion—talk to your
accommodation should inform his or her immediate trusted HR Business Partner
supervisor and Human Resources by e-mailing hr@ » Avoid inquiring into whether a particular religious
milcorp.com. All managers must immediately notify observance is required of the employee vs.
Human Resources when reasonable accommodations voluntary—religious observance accommodations
are requested. All such requests will be treated with extend to what employees prefer to follow
discretion and will be kept confidential to the maximum
extent possible, in the manner required by applicable » Be aware that undue hardship is a tough standard to
law. MIL will process and decide each request for meet
accommodation as expeditiously as possible, on a case-
by-case basis, in good faith. » Always consult your HR Business Partner!