Tracey Diamond, a partner in Troutman Pepper’s Labor and Employment Practice Group, is quoted in the SHRM article, “When May an Employer Reject a Religious Accommodation Request?

The standard for undue hardship is lower under Title VII—which prohibits religious discrimination—than under the Americans with Disabilities Act. Under Title VII, undue hardship has been defined as more than a minimal burden, said Tracey Diamond, an attorney with Troutman Pepper in Princeton, N.J., and Philadelphia.

In making an undue hardship determination, “employers will want to consider the cost to the company and whether the accommodation will impose a direct threat to others,” Diamond said.

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