Religious belief vs discrimination

nphotos

Received informtation from an employee that they can't share an office with a woman as it is a tenate of his faith. Our interactive process is just beginning. Am concerned that what he is requesting as an ADA / religious acommodation could be well perceived as discriminatory behavior on his part, because the potential office partner is black.

Still Need Coffee

Is the employee able to perform all job requirements and still maintain their beliefs (i.e. interaction with female clients, customers, etc)?

If you use the EEOC for guidance, the question becomes, would accommodating them cause more than a de deminimis cost or buden to your company? I would take a look at this document from the EEOC: [url]http://www.eeoc.gov/policy/docs/qanda_religion.html[/url]

Take a look at items 6 through 11.

I'm unsure as how the ADA would come into play though - is there also a disability issue here?

nphotos

The individual has received two other accommodations, related to physical issues. This does not appear to be a disability issue though...

Thanks for the reference material, it was helpful.