In an interesting settlement, mainly because of some unusual facts, Dresser Rand Company settled a religious discrimination lawsuit with the EEOC for $110,000.  It seems a Dresser Rand employee, who is a Jehovah’s witness, had a religious objection to working on weapons of war.  The employee declined to work on a part, which was to be used on a submarine.  He asked to be reassigned to work on a different piece of equipment.  His request was denied and he was fired.

            EEOC brought the suit against Dresser Rand alleging religious discrimination for failing to accommodate the employee’s request.  An employer has a duty to accommodate an employee’s religious beliefs as long as the accommodation is not an undue hardship.

            Whether or not to make an accommodation can be a difficult decision.  Often times, it can seem as if the employee’s request for accommodation is not legitimate.  You are concerned that if you grant an accommodation for one employee you will open the door for a flood of requests from other employees.  I think you are best served by evaluating each request on its own merits.  Make these decisions one at  a time, and you will be well-served.