Sometimes an employee’s religious beliefs or practices can be in conflict with job requirements. Under federal and most state laws, employers cannot ignore the religious needs of employees. They must attempt to “reasonably accommodate” them. For example, an employee who is prohibited by religious practice from working on the Sabbath may be given an alternative schedule. An employer, however, need only accommodate “sincerely held” religious beliefs and practices.
Read Consequences If You Don’t Perform a Background Check for more about compliance and legal issues. Also check out Developing an Effective HR Compliance Program for developing effective HR practices that follow the law.