Religious Exemptions 101: WWJD? (What Would Judges Do)

noun-prayer-3811236-1024x1024

In a recent decision, the First Circuit Court of Appeals reversed a lower court’s dismissal of a religious discrimination claim. The case involved an employee terminated for refusing a COVID-19 vaccination due to her religious beliefs.

Yes, I get it—COVID-19 cases may feel like old news. But stick with me because this decision carries a vital lesson: Employers should focus on accommodating employees’ beliefs rather than questioning their sincerity.

The Backstory

The employee, an Associate Director of Patient Safety, requested a religious exemption from the vaccine mandate. She explained that her faith compelled her to keep her body pure as it was created in God’s image, and taking the vaccine would defile it. Despite providing a detailed explanation, her request was denied, and she was terminated for failing to comply with the company’s vaccination policy.

The Court’s Findings

The court found that the employee’s beliefs were deeply rooted in her faith, citing her adherence to the Bible and her conviction that “what God has created is perfect.” She argued that the vaccine would defile her body, which she viewed as divinely created. The court emphasized that her beliefs were not just personal opinions but part of a broader religious framework.

Notably, the court reiterated that religious beliefs don’t have to be “acceptable, logical, consistent, or comprehensible to others” to be protected under the law. This echoes the Supreme Court’s view that courts should avoid assessing the validity or importance of specific religious beliefs.

What Employers Should Know

  1. Focus on Accommodation, Not Sincerity. Employers should concentrate on finding reasonable accommodations for employees’ religious beliefs rather than questioning whether those beliefs are genuine. The threshold for what qualifies as a religious belief is intentionally broad. As the court stated, “It is not within the judicial ken to question the centrality of particular beliefs or practices to a faith.” Judge not, lest ye be judged.
  2. Document Everything. When an employee requests a religious accommodation, ensure the process is meticulously documented. Review each request individually to make informed decisions and maintain a clear record. In this case, the employee’s detailed letters and completed accommodation forms played a key role in demonstrating the sincerity of her beliefs.
  3. Train Your Team. Managers should not handle religious accommodation requests dismissively or cynically. Train them to involve HR in the process immediately. Understanding the legal framework and respecting diverse beliefs can help avoid legal issues and create an inclusive work environment.

The Bottom Line

This decision is a wake-up call for employers navigating religious accommodation requests. In this case, accommodating the employee may have imposed an undue hardship on the business. However, it also illustrates the importance of understanding and respecting employees’ religious beliefs, even when they may not align with company policies or the beliefs of others.

Posted in:
Updated:

Comments are closed.

“Doing What’s Right – Not Just What’s Legal”
Contact Information