{"content":[{"text":"accommodation, \n accommodation.","bbox":{"left":0.109412,"top":0.085882,"width":0.12703399999999998,"height":0.034166}},{"text":"which","bbox":{"left":0.247647,"top":0.085882,"width":0.04588700000000001,"height":0.017045000000000005}},{"text":"includes","bbox":{"left":0.304902,"top":0.085882,"width":0.061858000000000024,"height":0.017045000000000005}},{"text":"identifying","bbox":{"left":0.378235,"top":0.085882,"width":0.08034799999999997,"height":0.017045000000000005}},{"text":"the","bbox":{"left":0.47,"top":0.085882,"width":0.023853000000000013,"height":0.017045000000000005}},{"text":"nature","bbox":{"left":0.505098,"top":0.085882,"width":0.047970999999999986,"height":0.017045000000000005}},{"text":"of","bbox":{"left":0.56451,"top":0.085882,"width":0.01632800000000001,"height":0.017045000000000005}},{"text":"the","bbox":{"left":0.592157,"top":0.085882,"width":0.023853000000000013,"height":0.017045000000000005}},{"text":"conflict","bbox":{"left":0.627451,"top":0.085882,"width":0.057479999999999976,"height":0.017045000000000005}},{"text":"as","bbox":{"left":0.696274,"top":0.085882,"width":0.01499499999999998,"height":0.017045000000000005}},{"text":"well","bbox":{"left":0.722745,"top":0.085882,"width":0.030372999999999983,"height":0.017045000000000005}},{"text":"as","bbox":{"left":0.764314,"top":0.085882,"width":0.015190999999999955,"height":0.017045000000000005}},{"text":"the","bbox":{"left":0.79098,"top":0.085882,"width":0.02365700000000004,"height":0.017045000000000005}},{"text":"desired","bbox":{"left":0.826078,"top":0.085882,"width":0.054118,"height":0.017045000000000005}},{"text":"The Office of Human Resources will evaluate the request and determine: (a) whether a conflict exists \n due to a sincerely held religious belief or practice and (b) whether the employee’s requested \n accommodation is reasonable and resolves the conflict without creating an undue hardship. Examples \n of potential reasonable workplace accommodations include, but are not limited to, use of leave, \n granting an exception to the dress and appearance policy (provided it does not affect safety or uniform \n requirements), or changing some other aspect of employment.","bbox":{"left":0.109412,"top":0.1377,"width":0.7711960000000001,"height":0.10219600000000001}},{"text":"Depending on the type of conflict and suggested accommodation, the Office of Human Resources \n may consult with the employee’s Department Head, or their designee. The Office of Human Resources \n may also consult others (including religious leaders) and/or request the employee provide additional \n information about their need for a workplace accommodation due a conflict with a sincerely held \n religious belief.","bbox":{"left":0.109412,"top":0.256942,"width":0.768233,"height":0.085227}},{"text":"The University will make determinations regarding the implementation of religious accommodations \n on a case‐by‐case basis. The University will consider a number of factors including but not limited to \n the: nature and extent of the accommodation requested; duration of the accommodation requested; \n availability of alternative accommodations; the impact on the employee’s ability to perform the \n essential functions of their position; and likelihood of an undue hardship on University operations \n and activities. The University may also suggest an alternative accommodation it deems reasonable to \n resolve the conflict.","bbox":{"left":0.109412,"top":0.359366,"width":0.759417,"height":0.12037899999999996}},{"text":"The Office of Human Resources will engage the Department Head, or their designee, and employee \n in an interactive discussion regarding the request and will determine what religious accommodation (if \n any) the University agrees to provide. If the employee accepts the proposed religious accommodation, \n their supervisor will implement the decision.","bbox":{"left":0.109412,"top":0.497548,"width":0.76829,"height":0.068106}},{"text":"Employees may request a review of their accommodation decision directly to the Assistant Vice \n President of Human Resources. In addition, any employee or applicant who believes that they may \n have been discriminated against based on their religion should refer to the Discrimination and Non-Title \n IX Sexual Misconduct complaint procedures.","bbox":{"left":0.109412,"top":0.582851,"width":0.777974,"height":0.06825700000000001}},{"text":"IV. RETALIATION PROHIBITED","bbox":{"left":0.109216,"top":0.668306,"width":0.31159200000000004,"height":0.017044999999999977}},{"text":"The University prohibits retaliation against employees requesting a religious accommodation, \n participating in an approved accommodation, or otherwise engaging in protected conduct under this \n procedure. Retaliation includes, but is not limited to threats, intimidation, and/or adverse actions \n related to employment. Any person who violates this provision may be subject to disciplinary and/or \n corrective action.","bbox":{"left":0.109412,"top":0.702397,"width":0.7691910000000001,"height":0.08522699999999994}},{"text":"V.","bbox":{"left":0.109412,"top":0.805124,"width":0.018239999999999992,"height":0.017044999999999977}},{"text":"EFFECTIVE DATE(S)","bbox":{"left":0.168235,"top":0.805124,"width":0.19752899999999998,"height":0.017044999999999977}},{"text":"This Procedure is effective September 1, 2018.","bbox":{"left":0.109412,"top":0.839366,"width":0.351544,"height":0.017044999999999977}},{"text":"This Procedure was reviewed or revised July 15, 2021.","bbox":{"left":0.109412,"top":0.874063,"width":0.40821100000000005,"height":0.017044999999999977}},{"text":"2","bbox":{"left":0.873333,"top":0.936336,"width":0.00919099999999995,"height":0.017044999999999977}}],"images_bbox":[],"images_bbox_not_text_overlap":[]}