Religious Accommodation

Seminole State College provides reasonable accommodation for religious observances upon written request. These may include holy days or regularly-scheduled observances.

Students

The College’s policy on religious accommodation is contained in the College
Catalog. The section titled “Attendance Policy” includes the information
that a student must inform proper parties in advance of an absence for
observance of a religious holiday. Instructors will create a plan for
making up work missed. College Procedure 3.0610, Student Attendance,
provides details.

The College recommends that students consider their scheduled observances prior to enrollment; at times, choice of a different course section could work without conflicting with the observance. Students should discuss scheduled observances with their instructors before the semester or during the Add/Drop period to ensure clear communication on academic actions related to absences.

There may be instances when the College schedule does not allow for absence or makeup work. Examples may be clinical experiences scheduled at a host facility, or single-schedule offerings such as a panel discussion which a student is required to attend. Students should carefully review clinical experiences’ guidelines since health facilities, for instance, offer a schedule at any time during their 24 hours per day, seven days a week operation. There are rigid pre-registration criteria that the College cannot override and assigned shifts that the College cannot change.

The College will engage in an interactive procedure with the student following a written request that specifies the days and times of the religious observance.

Employees

The College’s policy on religious accommodation for employees stems from the Non- discrimination Policy (1.060). The College prohibits discrimination based on religion.

Applicants for employment should talk with the hiring official regarding the terms and conditions of the job. If applicant cannot meet the hours or daily schedule for the job, the supervisor will consider accommodations. As an example, the supervisor may know that a current employee would like the shift assigned to the vacant position and the applicant could wok the shift assigned to the current employee.

No statute requires the College to create a new role or modify requirements of a position in order to make accommodation: that would not be reasonable.

The College may evaluate three factors relating to employees or applicants requesting religious accommodations in writing with dates or days and times:

  • Did the individual make a request that was complete and timely?
  • Does the request represent a bona fide religious observance?
  • How does the request impact operations? If the impact is adverse, business
    necessity may support denial.

Equity and Diversity/Title IX, May 6, 2019

Contact

Janet Balanoff
Associate Vice President for Equity and Diversity/Title IX Coordinator
407.708.2963