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Employers need to take into account adopting flexible depart and scheduling insurance policies and procedures that will usually allow for workforce to meet their spiritual and other private desires. Notwithstanding that the lawful standard for undue hardship is "more than a de minimis value," businesses may possibly pick voluntarily to incur whatever further operational or money costs they deem suitable to accommodate an employee’s spiritual need for scheduling versatility. Employers ought to include a discussion of spiritual expression, and the need for all employees to deal with each other professionally, regardless of precise or perceived spiritual or lack of religious beliefs, into any anti-harassment schooling supplied to professionals and staff. Employees should really offer enough information and facts to permit the employer to understand what lodging is wanted, and why it is necessitated by a spiritual observance, practice, or belief. Employers ought to be adaptable in assessing irrespective of whether or not an accommodation is possible, in mild of that authorized necessity. Employers can reduce the threat of retaliation statements by teaching managers and supervisors to be mindful of their anti-retaliation obligations underneath Title VII, such as specific actions that may possibly represent retaliation.