The extent of our obligation is determined by considering business necessity, financial costs and expenses, and resulting personnel problems. The University also does not discriminate against students on the basis of religion and provides accommodations when needed for religious observance. “

Who is covered by the Policy?
Title VII of the Civil Rights Act requires employers to reasonably accommodate the religious practices/sincerely held religious practices of employees; ECU policy extends that right to students as well.

Not providing religious accommodations could be considered discriminatory behavior.

What are some examples of reasonable accommodation from a supervisor?
The Equal Employment Opportunity Commission (EEOC) lists the following as reasonable accommodations:

flexible scheduling

voluntary substitutions or swaps

time and a place to pray

permission to wear religious garb

While faculty, staff and students have a right to religious expression, no one has the right to harass another individual regarding a personal belief or religion.

How can faculty accommodate a student’s religious practices?
If a student has an examination scheduled on a day of religious observance, students should be given an opportunity to make up the examination on another day.

When could a proposed accommodation be considered an undue hardship?
If the accommodation interferes with workplace safety or efficiency and/or requires more than usual costs, the accommodations may be considered an undue hardship.

For more information and/or guidance regarding reasonable accommodation, supervisors, managers and faculty should contact the Equity Office at equity@ecu.eduor 328-6804.