Memorandum #356 Religious Accommodation Policy

 Date of Issue: October 1999 
Revised: August 16, 2007; November 6, 2015; January 24, 2023; July 11, 2023
Policyholder: Director, Diversity, Equity and Inclusion
Approved by: President

Purpose

To prevent discrimination on the basis of religion; ensure compliance with antidiscrimination laws, and provide guidance regarding the procedure by which religious accommodations will be provided to the College’s employees, applicants for employment, and students in accordance with Title VII of the Civil Rights Act of 1964, as amended, Title IV of the Civil Rights Act of 1964, the Pennsylvania Human Relations Act, the Philadelphia Fair Practices Ordinance, and other applicable laws, rules and regulations.

Accountability

Under the direction of the President, the Director, Diversity, Equity and Inclusion shall ensure compliance with this policy. The Director, Diversity, Equity and Inclusion in conjunction with the Vice Presidents, Deans, and all other supervisory staff, as well as faculty and staff, shall be responsible for implementing this policy.

Policy

Community College of Philadelphia prohibits discrimination based upon religion. The College will provide reasonable religious accommodations when necessary for individuals to participate in employment and educational opportunities, as well as other college programs and activities, unless the accommodation poses an undue hardship on the College or requires the College to fundamentally alter the nature of a College course, program, or activity.

Procedures

Process for Employee Accommodation

Employees seeking a religious accommodation should make the request directly to their supervisor. If the supervisor determines that the request may pose an undue hardship for the department (i.e., the accommodation poses a substantial burden on operations) and/or interfere with the employee’s essential job functions, or if the supervisor otherwise has concerns about the accommodation request, the supervisor should contact the Director, Diversity, Equity and Inclusion. If there are concerns about the requested accommodation, the supervisor and the Director, Diversity, Equity and Inclusion should jointly initiate discussions with the employee to determine whether an alternative accommodation would suffice. A supervisor may not unilaterally deny a request for a religious accommodation without first consulting the Director, Diversity, Equity and Inclusion.

Process for Applicant Accommodation

An applicant who seeks a religious accommodation should make the request directly to the Director of Human Resources in the Human Resources Department.

If Human Resources determines that the request may pose an undue hardship on the College, Human Resources should contact the Director, Diversity, Equity and Inclusion. If there are concerns about the requested accommodation, the supervisor and the Director, Diversity, Equity and Inclusion should jointly initiate discussions with the applicant to determine whether an alternative accommodation would suffice. Human Resources may not unilaterally deny a request for a religious accommodation without first consulting the Director, Diversity, Equity and Inclusion.

Process for Student Accommodation

Students who seek a religious accommodation should make the request directly to their course instructor. It is expected that the student will provide sufficient notice of the need for an accommodation to course instructors in order for the accommodation to be implemented. In the event that a student’s request for religious accommodation involves an alternative examination time or date, any make-up examinations given for purposes of test security must be comparable, in terms of format and difficulty, to the examinations given to the entire class. If there are concerns about the requested accommodation, the instructor should consult the Department Chair, Dean or the Director, Diversity, Equity and Inclusion. An instructor may not unilaterally deny a request for a religious accommodation without first consulting the Director, Diversity, Equity and Inclusion. All religious accommodation requests for other College programs and activities outside of the classroom must be submitted to the Director, Diversity, Equity and Inclusion.

Appeal

An employee or student who disagrees with the Director, Diversity, Equity and inclusion’s determination regarding a religious accommodation may appeal by providing a written appeal to the College President. The President or his designee will make a decision regarding the appeal within 14 business days and render a written decision to the student and the faculty member or the employee and the employee’s supervisor, and to the Director, Diversity, Equity and Inclusion concerning the accommodation request. The decision of the President or their designee is final.

Complaints

Individuals who believe that there is a violation of this policy, disagree with a determination regarding a request for a religious accommodation, believe they have been treated in a discriminatory manner, or are experiencing harassment based upon their religion should contact the Director, Diversity, Equity and Inclusion. Complaints will be investigated in accordance with the procedure contained in the Colleges’ Anti-Discrimination and Harassment Compliant Policy. Retaliation is prohibited against an individual who files a complaint or participates in a complaint investigation. Complaints will be kept confidential to the extent possible.