Legal Question in Employment Law in Illinois

By law, an employer must make a reasonable accommodation as to your sincerely held religious practices unless doing so would impose and undue hardship on the business.

The U.S. Supreme Court has ruled that this means that an employer need not incur more than minimal costs in order to accommodate an employee�s religious practices.5 �The EEOC has interpreted this to mean that an employer can show that a requested accommodation causes it an undue hardship if accommodating an employee�s religious practices requires anything more than ordinary administrative costs, diminishes efficiency in other jobs, infringes on other employees� job rights or benefits, impairs workplace safety, causes coworkers to carry the accommodated employee�s share of potentially hazardous or burdensome work, or if the proposed accommodation conflicts with another law or regulation.