If an employee has a disability, or even a religious belief that requires them to have either a certain time off of work, or in the case of a disability, to have some kind of accommodation at work to allow them to do their job, the employer first wants to determine whether or not the Americans With Disabilities Act or the Title VII, where religious accommodation will come into play, applies to them. If it does apply to them, then they have to look at the accommodation that the employee is requesting, and make sure that that request isn’t too burdensome for that employer. If the employer is able to assess that, they can perform that accommodation without too much inconvenience, or too much burden for the employer, then the employer is going to be required to provide that accommodation.

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