Offload disability and religious accommodations
Objective religious and ADA accommodations
Whether determining the legitimacy of a request, analyzing whether an accommodation will cause hardship, mitigating the impact on other employees and the workplace, or ensuring the health and safety of your workforce, managing religious exemption requests and disability accommodations under the ADA is challenging.
Let the experienced professionals at Trüpp remove the uncertainty so you can enjoy the peace of mind that comes from knowing employee accommodation requests are handled in a compliant manner.
Our team of HR compliance professionals has years of experience with EEOC laws and proactively keeps up with applicable federal, state, and local employment laws.
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ADA and religious accommodation services process
Religious exemptions from COVID-19 vaccine policies
COVID-19 religious accommodation administration services
Many companies are mandated by federal or state law to require COVID-19 vaccines as a condition of employment. Additionally, companies are deploying mandatory COVID-19 vaccination policies to ensure the health and safety of their workforce. As a result, employees who have chosen not to receive the COVID-19 vaccine for religious or medical reasons are requesting accommodations. Determining whether a request for accommodation meets EEOC guidelines for a medical or sincerely held religious belief can be challenging.
Trüpp is here to help! We’ve designed a comprehensive process for making defensible and well-documented determinations.
If a medical or religious exemption is granted, Trüpp will work with the employer to make adjustments that will allow the employee to accommodate their medical condition or the sincerely held religious belief that prevents them from receiving the COVID-19 vaccine. We work with your organization to ensure accommodations are only made if it will not pose an undue hardship to the business.
FAQs for ADA and religious accommodations services
A religious accommodation is a change that is made in employment expectations or requirements that enables an employee to follow sincerely held religious beliefs. These adjustments might include exemptions from certain company policies or events or alternative scheduling.
Employers who have a mandatory COVID-19 vaccination policy may be required to accommodate a religious exemption if an employee confirms a sincerely held religious belief that opposes vaccines. Documentation of the belief is generally required and an accommodation may be granted if it doesn’t pose an undue hardship to the organization.
No. A religious exemption is only required if the employee proves a sincerely held religious belief. Political opinions or views are not considered a sincerely held religious belief.
Generally, yes, but the religion must be a sincerely held belief and the accommodation may not create an undue hardship to the organization. If the belief is not sincerely held, if the requested documentation is not provided, or if it creates a hardship to the organization, the accommodation request may be denied.
Yes. If it is found that the request is not for a sincerely held religious belief or creates an undue hardship for the organization, the request can be denied. This can be risky. It is important to be fair and consistent with all requests and to thoroughly analyze and document why it poses a hardship or is determined not to be a sincerely held religious belief.
Documentation can be requested to prove a sincerely held belief. It’s important to be consistent when requesting documentation. Only ask for information that is directly relevant to making a determination and avoid requesting too much detail.
Request information about ADA and religious accommodation services from Trüpp
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