And sometimes, voluntary shift switches between employees may solve the issue.
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Most times, this sort of accommodation is easily made and other employees with offices may offer use of their offices for the few minutes needed.
Keep in mind that if you accommodate prayers at work as required by an employee’s religion, other employees may approach you for permission to hold other types of religiously associated meetings.
No accommodation is required, however, if it would impose an undue hardship.
And again, undue hardship is a familiar term from the Americans with Disabilities Act but it is applied differently in the context of religious issues. For example, an employee who is prohibited by religious practice from working on the Sabbath may be given an alternative schedule.