The employer must take seriously its obligation to accommodate the belief. Undue Hardship Once apprised of the employee's sincerely held religious belief, an employer is required to accommodate the belief unless to do so would be an undue hardship on the employer's business. An undue hardship means more than mere inconvenience. An employer cannot claim that employee morale, as a result of the accommodation, is itself undue hardship. Minimal expense is not undue hardship.
Undue hardship is determined case by case.
The employer must undertake serious attempts to accommodate the employee's belief. In most states, an employee must file a claim within three hundred days of the discrimination. However, a few states provide that the claim must be filed within one hundred eighty days. A Title VII claim is initiated by filing a complaint form with the nearest EEOC office. In the complaint, the employee should describe the religious belief, the employer practice which burdened or discriminated against the belief, and identify those in supervisory authority who have the power to accommodate the belief but failed or refused to do so.