Example - Alternatives to Granting Leave
The laws enforced by the EEOC require employers to provide reasonable accommodations (changes to the way things are normally done at work) because of an employer's disability or religious beliefs, in certain circumstances. For example, in some
instances, you may be required to provide employees with leave for medical or religious reasons.
If granting a medical leave request would cause significant difficulty or expense , or granting a religious leave request
would impose more than minimal costs or disruptions , determine whether alternative solutions are available that would
be effective for both your business and the employee.
- Reassigning minor job duties adjusting work schedules, or, as a last resort, temporarily reassigning an employee to another position may enable an employee with medical restrictions to continue working , or to return to work sooner than originally anticipated.
- Permitting flexible arrival and departure times, flexible work breaks, working during breaks in exchange for early departure, or staggered work hours so an employee can attend religious services or pray at certain times of the day, as required
by his religion, may prevent the need for leave .
Other solutions may also be effective for your business and the employee.
I need to deny or propose an alternative to an employee's leave request
What should I do if an applicant or employee asks for breaks, leave or other changes to a work situation because of his medical condition or his religious
Leave Policy Tips
Example - Denying a Leave Request