Religious Accommodation Clause Examples

Religious Accommodation. An employee shall be entitled to special leave, in accordance with the Employer's policy for the purpose of religious accommodation of up to 2 days per year. For further clarity, the parties agree that under the Employer's policy, this leave shall be granted so long as the employee has remaining special and compassionate leave under Article 23.3.1, and the day requested qualifies as a religious holiday. The employee will attempt to give reasonable notice in respect of any leave of absence under Article 23.4. The parties agree that if the Employer’s policy is modified or requires modification, an employee shall be entitled to the application of such modification.

Religious Accommodation. A staff member will may be excused from work on his or her regular day of worship and/or for breaks for religious tenets for bona fide religious reasons only if he or she presents a letter from a minister, pastor or responsible official of a religious group verifying the religious tenets that prohibit the staff member from working on that day.

Religious Accommodation. 34.8.1 In the case of recognized religions, wherever possible, Employees will be allowed to use days of rest, vacation credits, banked overtime, or be granted leave of absence without pay for the observance of their religious holidays.

Religious Accommodation. An employee shall be allowed to transfer any or all of the paid holidays in Clause 7.01(a) above to some other day of religious significance in their faith.

Religious Accommodation. The Employer will make every effort to accommodate the religious needs of its employees, including the following: 1) scheduling of breaks in accordance with the prayer schedule of the employee; 2) providing a reasonably comfortable and private location for praying with access to washing facilities; 3) allowing for adequate time for prayer and travel time between the prayer area and workspace; 4) allowing employees to use a phone, watch, or other tool to remind them of their prayer schedule; and 5) providing other accommodations as necessary. 21.9 Immigration-Related Audits, or Raids/Detentions Employment 21.9.1 The employer shall, as soon as practicable and to the extent not prohibited by law, notify the Union of any immigration-related enforcement action by law enforcement or immigration officials, such as an audit, raid or detention, affecting bargaining unit members, and provide the name, contact information, and detention location of any employee detained for immigration-related reasons by law enforcement or immigration officials. 21.9.2 The Employer may not require an employee to meet with Immigration Customs Enforcement (ICE).

Religious Accommodation. UC 9.1 With reasonable notice, an unclassified employee is entitled to use vacation credits or is entitled to an unpaid leave of absence for the purpose of religious accommodation for an equal number of days as provided in Article 23.4.

Religious Accommodation. An employee will be excused from work on their regular day of worship for bona fide religious reasons, as stated in the Master Agreement.

Religious Accommodation. Employees shall be entitled to make reasonable rearrangements of their duties upon due notice to their immediate supervisor to permit them to observe the religious obligations and practices of their faiths, provided that doing so does not cause undue hardship to the Employer.

Religious Accommodation. The parties will comply with applicable state and federal laws regarding religious accommodation. Employees may request an accommodation for a religious or deeply held belief through the Human Resource Office consistent with agency policy.