POLICY #5.68
SUBJECT: Religious Accommodations

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I. PURPOSE

The purpose of this Policy is to provide processes by which University employees or applicants can request Reasonable Accommodations for sincerely held Religious Beliefs, Practices, or Observances.

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II. REFERENCES

1. Southern Utah University Policy 5.27 Non-Discrimination and Anti-Harassment
2. Southern Utah University Policy 6.0 Definition of Faculty
3. Southern Utah University Policy 6.30 Excused Absence
4. Utah Code § 34A-5-112 Religious liberty protections

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III. DEFINITIONS

1. Religious Belief, Practice, or Observance: All aspects of religious observance and practice, as well as belief. A person’s religious beliefs need not be confined in either source or content of traditional or parochial concepts of religion. A belief is religious if it is a sincere and meaningful belief that concerns ultimate ideas about life, purpose, and death; is comprehensive in nature; it consists of a belief system as opposed to an isolated teaching; and often can be recognized by the presence of certain formal and external signs. Social, political, or economic philosophies, as well as mere personal preferences, do not qualify as a "Religious Belief, Practice, or Observance," but there may be overlap between those and a "Religious Belief, Practice, or Observance."
2. Reasonable Accommodation: Any reasonable adjustment that will allow an employee or applicant to carry out their Religious Belief, Practice, or Observance without creating an Undue Hardship for the University.
3. Undue Hardship: Occurs when a proposed accommodation for Religious Belief, Practice, or Observance would impose a substantial burden on the University in the overall context of the University's business. In considering whether an accommodation imposes a substantial burden, the University conducts a fact-specific inquiry and considers, for example, the particular accommodation requested; alternative accommodation options; the practical impact in light of the nature, size, and operating costs of the University; any substantial increased costs required by a proposed accommodation; and the impact of the proposed accommodation on the University conducting its business functions and on the fundamental requirements of courses and other activities.

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IV. POLICY

1. Employees
   1. University employees may request a Reasonable Accommodation for Religious Beliefs, Practices, or Observances that conflict with their job duties and responsibilities.
      
      1. Applicants for employment with the University may also request an accommodation during the application and search process.
      2. Requests for accommodation are reviewed by Human Resources in consultation with the employment supervisor or hiring official.
   2. Process
      1. To make a request for accommodation of Religious Beliefs, Practices, and Observances that conflict with job duties, employees or applicants should submit a request using the University's Religious Accommodation Request Form.
      2. Upon receiving the Religious Accommodation Request Form, the designated Human Resources administrator will facilitate an interactive process with the employee or applicant to determine whether a requested accommodation is reasonable and will allow the employee or applicant to fulfill their Religious Belief, Practice, or Observance while also meeting expectations associated with their regular work or the search process.
      3. The designated Human Resources administrator may also consult with the relevant supervisor to determine job requirements and other impacts of the requested accommodation and/or other Reasonable Accommodations under consideration.
      4. If the designated Human Resources administrator determines that the requested accommodation results in an Undue Hardship on the University, the University will seek to identify reasonable alternatives to the requested accommodation. If no Reasonable Accommodation can be identified, the designated Human Resources administrator may deny the request for accommodation.
   3. Grievance Procedures
      1. Employees and applicants that believe their request for a Reasonable Accommodation for their Religious of Conscience Belief, Practice, or Observance was unfairly reviewed and/or denied may file a grievance with the Office of Equal Opportunity using the procedural framework established by SUU Policy 5.27.
2. The University prohibits discrimination and harassment on the basis of religion, including a failure to provide Reasonable Accommodation that does not cause an Undue Hardship, interpreted under and consistent with applicable law. SUU Policy 5.27 is the exclusive policy to review any such claims of discrimination and/or harassment.
3. No Additional Rights. This Policy is implemented to comply with Utah Code 34A-5-112 and federal law requirements. It is not intended to and does not create any additional rights or contractual obligations beyond what is required by applicable law.

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V. RELEVANT FORMS/LINKS

• Religious Accommodation Request Form

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VI. QUESTIONS/RESPONSIBLE OFFICE

The responsible office for this Policy is the Vice President for Finance and Administration. For questions, contact Human Resources or the Office of Legal Affairs, as applicable.

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VII. POLICY ADOPTION AND AMENDMENT DATES

Date Approved: November 1, 2022 [temporary approval]; March 31, 2023 [permanent approval]

Amended: September 11, 2023 [non-substantive amendment]; August 31, 2026