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In a lawsuit filed in federal court last week, Grant Strobl and Jacob Chludzinski said Ann Arbor’s anti-discrimination ordinance violates their First and 14th amendment rights.Their company, Think Right Strategies, creates websites, slogans, and speeches for politicians and organizations promoting conservative and Christian views on government, marriage, and the sanctity of life.No accommodation is required, however, if it would impose an undue hardship.

Nonetheless, many religious beliefs and practices are capable of being accommodated and employers should fully understand their obligations.

An employer need only accommodate “sincerely held” religious beliefs and practices.

And sometimes, voluntary shift switches between employees may solve the issue.

Other times, the religious belief or practice may require an exception to a work rule or policy.

For example, suppose an employee’s religion requires that he or she wear particular clothes that are considered hazardous if worn near moving equipment or machinery.

Unless there is another type of clothing that would meet the employee’s religious needs, permitting the employee to work in those clothes may be an undue hardship because of legitimate safety rules or regulations.

Employers are familiar with “reasonable accommodation” under the Americans with Disabilities Act (ADA).

“Reasonable accommodations” for religious issues is somewhat different under the discrimination laws.

For example, an employer may have a dress code policy that prohibits visible tattoos at work.

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