Employees may be allowed to telework on or before days of religious importance, according to the new guidance.
Federal agencies should consider granting flexible work arrangements, such as work-from-home, for employees who request such an option citing religious reasons, the Office of Personnel Management (OPM) said in a July 16 memorandum.
“Agencies are encouraged to adopt a generous approach to approving religious accommodations, prioritizing employee needs while maintaining operational efficiency,” the memo said.
“This guidance is applicable to all employees in the Executive Branch who have personal religious beliefs requiring accommodations, such as abstaining from work during specific times or participating in religious observances or practices.”
The types of working options agencies can offer employees under religious accommodation include telework or remote work, religious compensatory time off, and flexible schedules.
Agencies are “strongly encouraged” to consider work-from-home as a reasonable accommodation for religious practices since it allows employees to fulfil their religious duties without compromising agency missions, the memo said.
For instance, during Sabbath or other holiday observance and preparations, employees can be allowed to work from their residences on/before days of religious significance, avoiding travel and commuting times that may interfere with such religious activities, said the OPM.
The memo called this a “low-cost solution” that does not impose “substantial operational burdens” on agencies.
The religious compensatory time-off accommodation allows workers to adjust their work schedules, perform overtime work, and earn time off from work for religious observances.
“To the extent that modifications in work schedules do not interfere with the efficient accomplishment of an agency’s mission, an employee must be permitted upon request to earn and take religious compensatory time off for a religious observance or practice,” said the memo.
Other types of arrangements agencies can consider include annual leave and leave without pay.
“Upon receiving a request for a religious accommodation, agencies must engage in a good-faith interactive process with the employee to explore reasonable accommodations,” OPM said.
“Agencies should further assess whether an accommodation imposes a substantial burden on operations. Agencies should document their analyses to ensure compliance with Title VII and applicable law.”
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of religion.
