Archbright’s Post

🌟 Celebrating Inclusivity: A Guide for US Employers on Eid al-Fitr 🌟 Learn about the significance of Eid al-Fitr and how US employers can support their Muslim employees during this important holiday. Fostering inclusivity in the workplace is essential for creating a supportive and respectful environment for all. Check out this insightful guide to learn more! #HR #Inclusivity #EidAlFitr #WorkplaceCulture #AccessibleHR #HRconsulting #companyculture #employees #employers https://lnkd.in/dCJCmEW5

👀 Unlock the Secrets of Religious Accommodations in the Workplace! 👀 Hey LinkedIn family! 🌟 I just launched an incredible episode of HR Mixtape and had to share what I learned! I had an eye-opening chat with D. Scott Crook, the managing partner at Crook Legal Group PLLC. If you're in HR, a manager, or a business leader trying to create an inclusive and compliant work environment, you’ve got to check this out. Here are a few things that really stood out to me: Understanding Religious Accommodations: Scott and I dove deep into the legal side of religious accommodations. Employers need to accommodate sincere religious beliefs, and it’s super important to know both federal and state laws to keep things inclusive and compliant. Navigating Tensions and Misconceptions: One of the most eye-opening parts of our discussion was about the tension between religious accommodations and other protected groups, like those based on sexual orientation and gender identity. Scott talked about how crucial it is to approach these situations with an open mind and remember that accommodations are a legal must. It’s all about balance. Legal Consequences of Non-Compliance: Scott emphasized the big-time legal risks if employers don’t provide religious accommodations. We're talking about financial hits and damage to your reputation. It’s all about being proactive with accommodation requests and working together with employees to show your commitment to diversity and inclusion. 🔗 Catch the full episode here: Apple Podcast: https://lnkd.in/gqN2AvEq Spotify: https://lnkd.in/g-a5eEuH Or just search for HR Mixtape on your favorite podcast app. HR Mixtape is packed with engaging conversations and practical advice to help navigate the ever-changing HR and workplace world. Let’s keep learning and growing together! 🌟 #HRMixtape #ReligiousAccommodations #TitleVII #EmploymentLaw #WorkplaceDiversity #LegalAdvice #HRCommunity #EEOC #ADA #InclusionAndDiversity

When I worked downtown in Nashville, one of the highlights of my day was attending Daily Mass during my lunch break. My employer supported my need for a slight schedule adjustment so I could practice my faith without missing work. The EEOC guidelines emphasize that refusing to accommodate sincerely held beliefs is prohibited, but these accommodations must be reasonable. Employers can help by: - Offering flexible schedules ☑️ - Allowing voluntary shift swaps ☑️ - Permitting religious expressions that don’t disrupt the workplace ☑️ How does your workplace support religious accommodations, and what more can be done to ensure everyone feels respected? Share your thoughts! ⬇️ https://lnkd.in/eGEZCyKG

Today's video relates to a question we had from one of our clients this week, and it is one that is very likely to be relevant to most businesses and organisations out there! Where does an organisation stand, and what should it do, if an employee makes a request for amended hours or time off to celebrate a religious holiday? There is no statutory right for time off to celebrate religious holidays. Great businesses should be giving real clarity as to how employees should approach requests for time off to celebrate religious holidays. Policies and handbooks are a great base (and you know we have wonderful white label ones, as well as the ability to develop fantastic bespoke ones at Thread HR Ltd.!) But more than this, empowering and training managers to have quality conversations with their team, will pay dividends! As always, we are here to help and love to do so! #timeoff #engagement #inclusion #holiday #unpaidleave #sensibleconversations

The recent IHOP case underscores the critical importance of religious accommodations in the workplace. Failing to respect employees' sincerely held beliefs can lead to costly legal battles and damage your company's reputation. Creating a truly inclusive workplace requires a proactive approach to HR. By implementing robust policies and providing comprehensive training, you can ensure that all employees feel valued and respected. Practical considerations for employers include: *Developing clear guidelines for requesting and granting religious accommodations. *Engaging in open and respectful dialogue with employees about their needs. *Exploring flexible scheduling options, shift swaps, or job reassignments to accommodate religious practices. *Providing training for managers on recognizing and addressing religious discrimination. Accessible HR specializes in helping businesses build inclusive cultures. Let's discuss how we can help you navigate these complex issues. #religiousaccommodations #HRconsulting #workplaceinclusion #diversityequityinclusion #employeerights #businessowners https://lnkd.in/dcFrKzU6

What is a reasonable adjustment?   The duty to make reasonable adjustments is triggered if an employee or a job applicant meets the definition of disability contained in the Equality Act 2010 (EA). The employee must have a physical or mental impairment which has a substantial and long-term adverse effect on their ability to do normal day-to-day activities. The law requires an employer to treat a disabled employee more favourably than non-disabled colleagues in order to reduce or remove any substantial disadvantage caused by the combination of the individual’s disability and elements of the workplace or job. The aim of the law is to eliminate barriers that stop disabled people participating in work on an equal basis to others. To read more, join the HR Inner Circle today!

Just thinking out loud, everyone will go through it, however, the ones left behind will grieve. Certain religions have a set way of saying their final farewells. So instead of the standard one day to attend a funeral and 3 days to mourn the dead, that's only if they are blood related, why not tailor to each religion and their customs. So further thinking is to Incorporate into HR policy the individual religious ceremonies that takes place under the Grieving policy. times an employee could take using annual leave, concessionary days, unpaid leave, other leave. A mandate to let employees that are not blood related to follow their individual religious customs. This way will reduce anxiety, stress, reduce sickness levels and give an insight to a more cultural aware organisation. #hr #government #councils #policy

We are happy to share that we've developed a new resource on #TheInclusiveWorkplace: “Inclusive HR Practices: A Downloadable Guide for Employers and HR Experts.” As an HR professional, you play a key role in shaping your organization’s culture. But creating inclusive hiring practices can be daunting or even overwhelming. The good news is that you don’t have to do it all at once. Learn how to recruit, hire, onboard, and train employees who are on the autism spectrum or who have an intellectual disability to set them up for success. This guide will help you: • Craft inclusive job postings. • Conduct bias-free interviews. • Provide accommodations that make a difference for employees. • Get inspiration from companies who have adopted inclusive hiring practices, such as DHL, Coast Capri Hotel, and auticon Canada. Ready to unlock the untapped potential of diversity and inclusion in your workplace? Download this essential guide and share it throughout your organization! Visit: https://lnkd.in/eyQgx6gM Leah Chang Learning Group -- Ready, Willing & Able is a national initiative of Autism Alliance of Canada | Alliance canadienne de l'autisme & Inclusion Canada. #TheInclusiveWorkplace #Resource #HR #Diversity #Equity #Inclusion #InclusiveHiring #InclusiveLeadership #RWAWorks #Autism #Disability

Two recent #EEOC decisions shed light on complex issues involving how an employer should react if an employee claims that mandatory anti-discrimination training conflicts with the employee’s religious beliefs. My colleague Brian Woolley recently wrote a blog post that dissects the decisions in these cases – Colin R. v. Vilsack, 2024 WL 1483698 (March 27, 2024) and Barrett V. v. Vilsack, 2024 WL 1155256 (March 7, 2024) – and the impact they will have on both public and private employers. Read the full The Modern Workplace blog post to learn more about how these decisions provide a framework for employers: https://bit.ly/3w7fewp #WorkplaceInclusion #AntiDiscrimination