Religious Accommodations
Employees with sincerely held religious beliefs, practices, or observances have the right to request a reasonable workplace accommodation under Title VII of the Civil Rights Act and the Montana Human Rights Act. The University of Montana works with employees through an interactive process to identify and implement accommodations that allow employees to practice their religion without undue hardship on the University's operations. This page covers who qualifies, what types of accommodations are available, and how to request one.
Who This Applies To
Faculty | Staff | Contracts | Applicants | Student Employees
Students seeking religious accommodations related to their academic program should contact the Dean of Students.
What Qualifies As A Religious Accommodation
A religious accommodation is any adjustment to a work schedule, environment, or practice that allows an employee to observe or practice their religion without unreasonable interference with their job duties. Religion is broadly defined under federal law and includes not only traditional organized religions but also sincerely held religious, ethical, or moral beliefs that occupy a place of importance in a person's life.
Common examples of religious accommodations include:
- Schedule adjustments or shift changes to observe religious holidays or the Sabbath
- Time off for religious observances, prayer, or services
- Modifications to dress code or grooming policies to accommodate religious dress or appearance
- Exceptions to policies that conflict with religious dietary practices
- Flexible scheduling to allow use of the floating holiday or leave for religious observances
Process
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You may request a religious accommodation at any time by contacting the HRS ADA Accommodation Coordinator directly or by submitting a request through the Ask HR ticket system. You may also raise the request with your supervisor, who should promptly notify HRS. There is no required form to initiate a request. You do not need to use specific legal language to make a request. If you communicate a need related to a religious belief or practice that conflicts with a work requirement, that is sufficient to begin the process
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After your request is received, HRS will reach out to discuss your needs and determine what accommodation is appropriate. This is a collaborative conversation between you, your supervisor, and HRS. You may be asked to describe the religious belief or practice and the specific work requirement that creates a conflict. You are not required to provide documentation of your religious belief or membership in a religious organization. The accommodation must be reasonable, effective, and take both your needs and the University's operational requirements into consideration. HRS works with both the employee and supervisor to identify options that work for all parties.
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Once an accommodation is agreed upon HRS will document it and maintain a record separately from your personnel file. You and your supervisor will monitor the accommodation's effectiveness. If your needs change or the accommodation is no longer working, contact HRS to revisit the process. If you work directly with your supervisor to arrange an accommodation without involving HRS, the arrangement should still be reported to HRS for documentation.
What To Expect
The University will provide a reasonable religious accommodation unless doing so would cause an undue hardship on the University's operations. Undue hardship is a higher standard under Title VII than under the ADA and considers factors such as the cost of the accommodation, the impact on other employees, and the nature of the workplace.
If a specific accommodation cannot be provided, HRS will work with you to explore alternatives. An accommodation request is not automatically denied because one particular solution is not feasible.
Governing Policy
Frequently Asked Questions
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No. You do not need to provide documentation of religious membership or affiliation. The standard is whether you hold a sincere religious belief, practice, or observance that conflicts with a work requirement. HRS may ask clarifying questions about the nature of the conflict but cannot require formal proof of religious membership.
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Your supervisor does not have authority to unilaterally deny a religious accommodation request. All requests are processed through HRS. An accommodation may be denied only if it would cause an undue hardship on the University's operations. HRS will work with you to explore alternatives if a specific accommodation cannot be approved.
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Yes. Employees are encouraged to use their floating holiday for religious observances when scheduling allows. If additional time is needed beyond the floating holiday, a religious accommodation request through HRS may provide additional flexibility. Visit the Holidays page for information about the floating holiday.
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Discrimination, harassment, or retaliation based on religion should be reported to the Office of Conflict, Resolution and Policy at conflict@mso.umt.edu or 406-243-5710.
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Both involve an interactive process with HRS to identify reasonable adjustments to the work environment. The key difference is the nature of the protected characteristic. ADA accommodations address physical or mental disabilities. Religious accommodations address conflicts between work requirements and sincerely held religious beliefs or practices. Visit the ADA Accommodations page for information about disability accommodations.
Questions About Religious Accommodations?
For help, submit a ticket to ASKHR or contact the ADA Accommodation Coordinator directly:
Michele Wheeler, Workers Compensation and ADA Accommodation Coordinator
406-243-2842 Michele.wheeler@mso.umt.edu Lommasson Center, Room 224D