Date Established: 4/12/2012
Date Last Revised: 12/03/2020
Equity, Diversity and Inclusion
Vice President for Finance and Administration
This policy provides guidance regarding the procedure by which religious accommodations will be provided. It also provides guidance as to religious expression in the context of a public university.
The University at Buffalo (UB, university) is committed to providing a welcoming environment for all, regardless of religious affiliation or belief. As a public employer and educational institution, UB does not endorse any specific religious tenet or belief. Rather, the university respects that each member of its community may have their own religious beliefs, or may not ascribe to any religious tenet or belief. Members of the university community will not be required or coerced to abandon, alter, or adopt a religious belief or practice as a condition of employment or participation in university activities, nor will they be subjected to harassment on the basis of religious belief. UB adheres to the principles of free speech regarding religious expression, and will not limit religious speech or expression unless such speech or expression creates an undue hardship or is contrary to the university’s Discrimination and Harassment Policy.
The university will provide reasonable religious accommodations when necessary for individuals to participate in employment and educational opportunities, as well as other university programs and activities, unless the accommodation poses an undue hardship.
An employee who requires a reasonable 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 or interfere with the employee’s essential job functions, or if the supervisor otherwise has concerns about the accommodation request, the supervisor should contact their Human Resources (HR) liaison or Equity, Diversity and Inclusion (EDI). If there are concerns about the requested accommodation, the supervisor or HR liaison may initiate discussions with the employee to determine whether an alternative accommodation would suffice. A supervisor may not unilaterally deny a request for a reasonable religious accommodation without first consulting EDI.
A student who requires a reasonable 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 remainder of the class. If there are concerns about the requested accommodation, the instructor should consult their department chair, dean’s office, or EDI. An instructor may not unilaterally deny a request for a reasonable religious accommodation without first consulting EDI.
Individuals who believe that there is a violation of this policy, who disagree with a determination regarding a request for a reasonable religious accommodation, who believe they have been treated in a discriminatory manner, or who are experiencing harassment should contact EDI. Complaints will be investigated in accordance with the procedure contained in the university's Discrimination and Harassment Policy. An individual who files a complaint or participates in an investigation will be protected against retaliation. Complaints will be kept confidential to the extent possible.
The university is committed to diversity and nondiscrimination and supports the employment of qualified individuals, regardless of religious affiliation, in accordance with its Discrimination and Harassment Policy, as well as state and federal laws and regulations, including Title VII of the Civil Rights Act of 1964, the Equal Employment Opportunity Commission Guidelines on Discrimination Because of Religion, and the New York State Human Rights Law.
A fundamental job duty of an employment position for staff and faculty, or a fundamental academic element of a course or program of study for a student.
Conduct that is unwelcome, severe, pervasive, or persistent enough to interfere with an individual's employment, education, or other access to university programs and activities, and that is targeted toward an individual or group based on a protected factor, including race, color, national origin, sex, religion, age, disability, gender, pregnancy, gender identity, gender expression, sexual orientation, predisposing genetic characteristics, marital status, familial status, veteran status, military status, domestic violence victim status, and criminal conviction status; harassment is a form of discrimination.
Reasonable Religious Accommodation
Any change in the work environment for staff and faculty, or academic course or program of study for students, or in the way tasks or responsibilities are customarily done that enables an employee or student to participate in their religious practice or belief without undue hardship in the conduct of the university’s business or operation. A reasonable religious accommodation may include:
Religious Practice or Belief
A sincerely held practice or observance that includes moral or ethical beliefs as to what is right and wrong, most commonly in the context of the cause, nature, and purpose of the universe. Religion includes not only traditional, organized religions, but also religious beliefs that are new, uncommon, not part of a formal religious institution or sect, or only subscribed to by a small number of people. Social, political, or economic philosophies, as well as mere personal preferences, are not considered to be religious beliefs.
A significant cost or other burden that would cause a fundamental disruption to the university. The determination of undue hardship is dependent on the facts of each individual situation. An accommodation will be considered an undue hardship if it will result in the inability of the employee or student to perform an essential function of the position, course or program of study, or result in any safety hazards for students or staff.
|Equity, Diversity and Inclusion ||firstname.lastname@example.org|
|December 2020||Updated to remove binary language.|
|September 2018|| |
Revised the definition of Harassment to: