Handling Religious Accommodation Requests from Employees

Federal law requires employers to make reasonable accommodations for an employee whose sincerely held religious belief conflicts with a work requirement, unless providing the accommodation would create an undue hardship for the employer.  What does this mean for a nonprofit employer, and what really is “undue hardship”? Read this article to learn more about how the bar for the undue hardship standard was recently raised and best practices to guide employers as they review a religious accommodation request from an employee.