As I noted in an earlier post, religious discrimination may be a much bigger issue in 2005 than in the past. Here is an interesting response to a small business owner who holds Bible study and prayer sessions at lunch hour on his company’s premises. The entire article is well worth the read, but I’ll highlight a few of the major suggestions to this owner (company has only 20 employees):
1. Have a broad, generalized antiharassment policy in place and be sure that religion is included specifically in it;
2. Provide reasonable accommodation for those employees who don’t wish to participate in religious activities;
3. Regularly audit HR decisions (e.g., pay, promotions) to make sure that religion isn’t playing a role.
Read here for more details.
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