Chapter 3 – Personnel, Training, and Employee Relations

31010.8.2 Evaluation of a Request for Religious Accommodation

• The Assistant EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator or EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator shall:

  • Evaluate the request for religious accommodation and request additional information, if necessary. The Assistant EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator or EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator shall contact the employee requesting the religious accommodation and ask clarifying questions, if needed, regarding the specific religious belief, observance, or practice that conflict with specified work requirements or essential functions, the specific conflict, and the accommodation requested.

  • Consider alternative accommodations, if the accommodation requested creates an undue hardship for the Department. The Assistant EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator or EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator shall consult with the local Labor Relations Analyst to rule out a conflict between the proposed accommodation and a MOUMemorandum Of Understanding. If a conflict with a MOUMemorandum Of Understanding exists, the Assistant EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator or EEOEqual Employment Opportunity Office (see Office of Internal Affairs) Coordinator shall consult with the Labor Relations Analyst to determine if alternatives are available in accordance with the terms of the MOUMemorandum Of Understanding.

  • Review the information and make a recommendation to the hiring authority regarding the request for religious accommodation.

• The Hiring Authority shall forward all requests for religious accommodation to OCROffice of Civil Rights (see OIA) for review. OCROffice of Civil Rights (see OIA) shall provide a recommendation to the hiring authority regarding such requests. Upon receipt of the recommendation from the OCROffice of Civil Rights (see OIA), the hiring authority shall make the final determination. Once a final determination has been made, the hiring authority shall provide a response to the requesting employee, as soon as operationally feasible.