Religious Accommodation Policy

Effective Date

June 12, 2017

Last Revision Date

July, 2023 

Responsible Party

Human Resources


All employees  


Marymount University (“University”) respects the religious beliefs and practices of all employees and will make reasonable workplace accommodations for such observances that do not create an undue hardship on the University’s operations or activities..

1.0  Definitions

1.1 Religion includes all aspects of religious observance and practice as well as sincerely held religious belief. Religion includes traditional, organized religions such as Christianity, Judaism, Islam, Hinduism and Buddhism, as well as sincerely held religious beliefs that are new, uncommon, not part of a formal church or sect, only subscribed to by a small number of people, or that seem illogical or unreasonable to others.

1.2 Undue Hardship means any accommodation that would impose substantially increased costs in relation to the conduct of the University’s operations or activities.  

2.0 Requesting Accommodations

2.1 An employee may request a religious accommodation by submitting a request to the Office of Human Resources.   An employee’s request should identify the nature of the religious conflict as well as the desired accommodation. 

2.2  The Office of Human Resources will evaluate the request and determine: (a) whether a conflict exists due to a sincerely held religious belief or practice and (b) whether the employee’s requested accommodation is reasonable and resolves the conflict without creating an undue hardship. Examples of potential reasonable workplace accommodations include, but are not limited to, use of leave, or changing some other aspect of employment.  

2.3  Depending on the type of conflict and suggested accommodation, the Office of Human Resources may consult with the employee’s Department Head, or their designee. The Office of Human Resources may also consult others (including religious leaders) and/or request the employee provide additional information about their need for a workplace accommodation due a conflict with a sincerely held religious belief.

2.4  The University will make determinations regarding the implementation of religious accommodations on a case‐by‐case basis. The University will consider a number of factors including but not limited to: the nature and extent of the accommodation requested; duration of the accommodation requested; availability of alternative accommodations; the impact on the employee’s ability to perform the essential functions of their position; and likelihood of an undue hardship on University operations and activities. The University may also suggest an alternative accommodation it deems reasonable to resolve the conflict.

2.5  The Office of Human Resources will engage the Department Head, or their designee, and employee in an interactive discussion regarding the request and will determine what religious accommodation (if any) the University agrees to provide. If the employee accepts the proposed religious accommodation, their supervisor will implement the decision.