Religious Accommodations in the Workplace

Title VII of the Civil Rights Act of 1964 requires Federal Agencies to make reasonable accommodations for an applicant or employee who’s sincerely held religious belief, practice, or observance conflicts with a work requirement, unless providing the accommodation would create an undue hardship for the employer.  DLA is committed to processing requests for religious accommodations, prioritizing employee needs while maintaining operational efficiency.

Equal Employment Opportunity Commission (EEOC) Guidance at https://www.eeoc.gov/laws/guidance/what-you-should-know-workplace-religious-accommodation

An employee’s servicing Disability Program Coordinator is determined based on their duty location and the MSC closet to their duty location.  

For example, if an employee is located at Fort Belvoir, then they would send the request to the HQs mailbox unless of course they are an Energy employee located at Fort Belvoir. In this situation they would send their request to the Energy mailbox. All questions or requests pertaining to RAs should be sent to one of the mailboxes in the link below.”

RA Disability Program Contact Information

Religious Accommodation Request Decision Memo

Fillable Religious Accommodation Request

Religious Reasonable Accommodation Guidance

OPM Memo