Religious Accommodations

Any student who is unable to attend classes on a particular day or days or at a particular time of day because of the tenets of a sincerely held religious practice should discuss with their course instructor their request to be excused from any academic activities on such particular day or days or at such particular time of day.1 Course instructors should make available to each student who is absent from academic activities because of a sincerely held religious practice or belief an equivalent opportunity to make up any examination, study or work requirements which has been missed because of such absence. Students whose religious holidays are not recognized by the University’s calendar should provide the instructor or academic activity organizer with the dates they will be absent in advance of the absence. 

Students requesting a religious accommodation should make the request directly to their instructor with as much notice as possible. Being absent from class or other educational responsibilities does not excuse a student from keeping up with any information shared or expectations set during the missed class(es). Students are responsible for obtaining the materials and information provided during any class(es) missed. The student can work with the instructor to determine a schedule for making up missed work. 

Course instructors are encouraged to make reasonable accommodations in response to student requests to complete work missed by absence resulting from observation of religious holidays. Such accommodations should be made in ways that do not significantly alter the requirements or learning outcomes for the course to the extent reasonably practical. 

Course instructors should not ask a student for proof that their religious practices or beliefs are sincerely held when determining whether to grant a religious accommodation. Course instructors with concerns or questions regarding a student’s stated religious belief may contact the University Chaplain for additional guidance. 

Examples of religious accommodations that instructors may consider include: rescheduling an exam or giving a make-up exam for the student in question; altering the time of a student’s presentation; allowing extra-credit assignments to substitute for missed class work or flexibility in assignment due dates; allowing a student to view a recording of a class session missed due to religious observance; or releasing a graduate assistant from teaching or research responsibilities on a given day. 

The student should be given the opportunity to complete appropriate make-up work that is generally equivalent to a missed exam or assignment to the extent reasonably practical. 

If there are concerns about a request for accommodation, the instructor may consult the University Chaplain, Office of Institutional Equity and Accessibility (OIEA), or their department chair or dean for assistance and determination as to whether a reasonable accommodation can be provided. 

The University considers religious accommodation requests by current and prospective employees, including faculty and staff, based on the totality of the circumstances.  

• A religious accommodation may include, but is not limited to:  

• Time or a place for prayer during a workday  

• Time off to attend a religious event or observe a religious holiday 

• Modifications to an employee’s work schedule or work assignment 

• Modifications to a department’s dress and grooming policies or practices 

• Any other adjustment to a University policy, procedure or other requirement for an employee’s religious practice 

  Faculty and staff who need to take time off to practice their religious beliefs, attend a religious event or observe a religious holiday should request time off in accordance with the standard PTO process that applies to their unit or school. All faculty and staff requests for religious accommodation that cannot otherwise be accommodated within the standard PTO process should be submitted to OIEA by the individual seeking the accommodation. Faculty and staff members making a request should complete the Religious Accommodation Request Form. An assigned OIEA staff member will facilitate an interactive process with the faculty or staff member, their supervisor and other stakeholders, such as the relevant Dean’s Office or Human Resources, to make good faith efforts to identify and implement accommodations that are reasonable, effective and do not impose an undue hardship on the conduct of the department’s operation. 

Faculty and staff who need to request an adjustment to their unit’s policies or practices for taking time off to practice their religious beliefs and cannot otherwise follow the standard university PTO process should submit the Religious Accommodation Request Form with as much notice as possible to allow sufficient time to consider the request(s) and make appropriate arrangements; faculty and staff may be required to use accrued time (PTO) as part of the religious accommodation.

Religious accommodations are determined on an individual basis and often depend on the circumstances. They might include, but are not limited to, rescheduling an exam or giving the student a make-up exam, allowing an individual or group presentation to be made on a different date, letting a student attend a different discussion section for the same class that week, adjusting a due date, or assigning the student appropriate make-up work that is generally equivalent to and not intended to be substantially more difficult than the original exam or assignment.

Religious accommodations are determined on an individual basis and often depend on the circumstances. Being absent from class or other educational responsibilities does not excuse students from keeping up with any information shared or expectations set during the missed class(es). Students are responsible for obtaining the materials and information provided during any class(es) missed. A student who requests a religious accommodation should make the request directly to their instructor with as much advance notice as possible, and work with the instructor to determine a schedule for making up missed work.

Generally, no. If there are concerns about the requested accommodation in the classroom or academic setting, the instructor should consult the University Chaplain, the Office of Institutional Equity and Accessibility, or the department chair or dean. Supervisors with questions about employee accommodation requests should contact their Human Resources Generalist, the University Chaplain, and/or the Office of Institutional Equity and Accessibility. In some cases, the University may inquire into the facts and circumstances of the individual’s claim that the belief or practice at issue is religious and sincerely held and gives rise to the need for the accommodation. In making this inquiry, the University may seek documentation or other authority regarding a religious practice or belief including discussing the nature of an individual’s religious belief(s), practice(s) and accommodations with the individual’s spiritual leader (if applicable) or religious scholars to address a request for an accommodation.

Individuals seeking a religious accommodation should use best efforts to inform their instructor or supervisor in advance. Advance notice provides an opportunity for the instructor to work with the student and ensure the learning objectives of the course are maintained and, for employees, for the supervisor to maintain business operations during an employee’s absence. A request not made in advance may constitute an undue hardship in the academic and employment settings and an accommodation might not be granted.

The University makes good-faith efforts to provide reasonable religious accommodations to faculty, staff and students whose sincerely held religious practices or beliefs conflict with a University policy, procedure, or other academic or employment requirement. In a case where a student believes a course or program in its entirety conflicts with their religious practices or beliefs, the student should consult with the course instructor or head of the program to assess whether the student’s religious practices or beliefs can be reasonably accommodated. An employee who believes the requirements of their job conflicts with their religious practices or beliefs should consult with their supervisor to determine if a religious accommodation may reasonably be made. Accommodation requests are determined on an individual basis and may be denied if they pose an undue hardship to the University.

A course instructor whose religious accommodation will result in missing a scheduled class should make alternative arrangements at least three weeks in advance to either reschedule their class, have their class covered by another instructor, or plan an activity in advance that would not require the instructor to be present. In the case where a course instructor is unable to make alternative arrangements, the course instructor should discuss the situation with their department chair or dean.

You may. Depending on the nature of your accommodation, you may need to use PTO for any time taken away from your regular work schedule. For questions, you should speak with your supervisor, Lead Administrator, the University Chaplain and/or the Office of Institutional Equity and Accessibility (OIEA).

Generally, an employee may display religious symbols, text, decorations, or materials in their work areas as long as they do not interfere with the workplace operations, create a safety hazard or impose on the rights of others. An employee whose workspace is in public-facing areas of the University (such as a receptionist, for example) may be more restricted in what religious symbols, text, decoration or materials may be able to be displayed in such work areas, consistent with departmental needs.

A student or employee generally may pray openly and use religious greetings if these actions do not impose on the rights of others, require others to participate in the religious prayer or activity, cause disruption, or interfere with the student or employee’s academic or workplace duties. Proselytizing should not be conducted in academic or workplace settings.

Generally, yes, if they have approval from the University Chaplain’s Office and follow the established generally applicable procedures for engaging in extracurricular groups, such as room reservations and space usage. For employees, such study may only occur on break or non-work time.

Any member of the university community is encouraged to contact the University Chaplain for guidance and support. The Office of Institutional Equity and Accessibility also is available for support and guidance. In addition, any faculty or staff member with concerns is encouraged to contact their supervisor. Students with concerns are encouraged to discuss the matter with their course instructor. Yale College students may also consult with their residential college dean.