Employers must attempt to reasonably accommodate the religious beliefs and practices of job applicants and employees, unless to do so would create an undue business hardship. Such accommodation may mean exploring and implementing alternative workplace practices that are compatible with the employee's religious beliefs, such as flexible arrival and departure times; floating or optional holidays; flexible work breaks; modification of dress codes; use of lunchtime in exchange for early departure; staggered work hours; and permitting an employee to make up time lost because of the observance of religious practices.
Generally, an employee must give notice to trigger an employer’s obligation to discuss an accommodation; however, the employee does not need to ask for a specific accommodation based on religion if the employer has enough information about an employee's religious needs to understand that there is a conflict between the employee's religious practices and the employer's job requirements.
Once an employer is notified, it must respond to the employee's request but is not required to furnish the accommodation requested by the employee. An employer may offer an alternative accommodation, and the employee must participate in the accommodation process in order for the employer to have a continuing duty to accommodate.