In March, the EEOC settled a lawsuit with an assisted living company over the company’s failure to let an employee take Sunday off. This case revolved around an employee who worked as a dietary services manager in one of the company’s healthcare centers. During most of her time at the healthcare center, she was rarely required to work on Sundays because of her religious observances. Then the company hired a new administrator who refused to allow the employee to take off Sundays, telling her "that God would excuse her from working on Sundays" because she worked in the healthcare field and, in no uncertain terms, told her that if she didn’t work on Sundays, "there’s the door."

:-)

Not surprisingly, the EEOC concluded that the company’s actions constituted a violation of Title VII and reached a settlement with the company that required the company to pay $42,500 and furnish other relief, including requiring the company to amend its anti-discrimination policy, conduct annual training on religious discrimination, and post an anti-discrimination policy for 5 years.

Another case:

....
When the employee chose to go to the conference without the company's permission, the company terminated her employment. The EEOC brought suit for failure to accommodate, and ultimately settled this lawsuit, recovering $95,000 for the employee and requiring the company to modify its leave policies, provide training to management on religious discrimination, submit reports to the EEOC during a two-year period, and post a notice reinforcing the company’s policies on Title VII.


Requirements:

First, employers should make sure their managers are aware that when an employee says he or she cannot perform the job or needs an exception from a company policy and the employee links that request to his or her religious beliefs, managers should seek guidance from Human Resources. An employee or job applicant seeking an accommodation must provide the employer with express notice of the conflict between the employment requirement and his or her religious beliefs, but employers must ensure that this notice is recognized, and referred to the proper department.

Second, employers who receive a request for accommodation should engage in an interactive process to determine whether the employee’s requested accommodation is reasonable or constitutes undue hardship, and whether other reasonable accommodations exist. The employer should not deny an employee’s request for an accommodation without suggesting alternatives to the employee or applicant (unless there is no alternative the employer could provide that would not result in an undue hardship).

Third, given that reasonable accommodation issues often arise in situations where an employee is required to work during a religious holiday (or when the employee wants to attend a religious conference, as was the case above), the EEOC recommends that employers implement policies that allow voluntary substitutes or shift swaps, flexible scheduling, changes in job assignments, or lateral transfers.

In all cases, employers must carefully strike a balance between accommodating employees’ religious beliefs and enforcing other workplace goals and policies.


http://www.troutmansanders.com/have-you-been-accommodating-l...

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Note added at 11 hrs (2015-08-28 20:40:15 GMT)
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A reasonable accommodation is an adjustment made in a system to accommodate or make fair the same system for an individual based on a proven need. Accommodations can be religious, academic, or employment related and are often mandated by law. Each country has its own system of reasonable accommodations. The United Nations use this term in the Convention on the Rights of Persons with Disabilities, even whose refusal is defined to be discrimination. In that convention a reasonable accommodation is defined as:


“Reasonable accommodation” means necessary and appropriate modification and adjustments not imposing a disproportionate or undue burden, where needed in a particular case, to ensure to persons with disabilities the enjoyment or exercise on an equal basis with others of all human rights and fundamental freedoms;


https://en.wikipedia.org/wiki/Reasonable_accommodation

reasonable accomodation
redelijke aanpassingen
Betrouwbaarheid 3 (Betrouwbaar)
Termreferentie - Verdrag inzake de rechten van personen met een handicap, art. 2, https://zoek.officielebekend... (20.07.2011);
- Resolutie van de Raad van de Europese Unie en de vertegenwoordigers van de regeringen der lidstaten, in het kader van de Raad bijeen, over een nieuw Europees kader ten behoeve van personen met een handicap, punt 30.a, 42010X1120(02)/NL

http://iate.europa.eu/FindTermsByLilId.do?lilId=896914&langI...

Pasen, Hemelvaartsdag en Allerheiligen verdwijnen als wettelijk betaalde feestdag. In de plaats komen andere dagen die aangepast zijn aan de multiculturele samenleving. Dat staat in de aanbevelingen van het pas gepubliceerde eindrapport van de Interculturele Dialoog, dat dinsdag werd aangeboden aan minister van Gelijke Kansen Joëlle Milquet (cdH).

* Momenteel verplicht de wet iedereen tot redelijke aanpassingen voor gehandicapten. Zo moet de NMBS haar perrons toegankelijk maken voor blinden en rolstoelgebruikers. Maar die verplichting tot redelijke aanpassingen moet ook kunnen voor culturele en religieuze minderheden. Zo valt niet in te zien waarom werkgevers moslims niet zouden toelaten om hun gebeden te zeggen, als dit mogelijk is binnen het werkschema. Vrouwen, die door vrouwelijke artsen willen behandeld worden, moeten dat ook kunnen laten doen. De klinieken moeten daarvoor zorgen, behalve bij spoedopnames.

http://dutch.faithfreedom.org/forum/viewtopic.php?t=23158