c. 2006 Religion News Service

(UNDATED) How to give employees room to express their spirituality without smothering others:

_ Holiday swapping:

Provide a process by which employees can swap days to cover religious holidays not included in the corporate holiday calendar. This could be as simple as providing a list of dates known to be observed by different faiths. Workers sign up for the days they need off and swap with others, subject to supervisor approval.

_ Flexible paid time off:

Instead of separating time off into banks for vacation, sick days and personal days, combine them into one large bank. Employees can use the time for whatever they like, including religious holidays that aren’t observed organization-wide.

_ Education:

Whether through brown-bag lunches or seminars, employers can invite workers from different backgrounds to share their experiences and their traditions. These efforts can help individuals understand their similarities, but they must never be mandated.

_ Maintain a strong anti-harassment policy:

Include a clear prohibition of harassment on religious grounds. Indicate in writing that the organization will not tolerate harassing behavior that targets someone’s religious views or unwanted attempts to sway others toward a religious view.

_ Handle complaints swiftly:

Provide employees with an efficient way to make complaints about those kinds of harassment. Make sure they understand the procedure.

_ Model appropriate expression:

An organization’s mission statement or code of conduct can set the tone for the company’s expectation that employees treat one another with dignity and respect, but also emphasize that the focus of the company is productivity and service to its customers.

_ Make basic accommodations automatic:

When employees have to ask for particular provisions, such as time off for a holiday or a quiet place to pray, it invites the perception that those employees are getting special treatment. Instead, put in place accommodations _ designating a private space for prayer or quiet reflection and addressing time off for religious holidays _ before the issue develops.

Source: Tanenbaum Center for Interreligious Understanding; Cleveland Society for Human Resource Management; Tom Wiencek, Brouse McDowell law firm.

KRE/PH END GOFORTH

Editors: See main story, RNS-WORKPLACE-FAITH, transmitted May 22, 2006.