Leave Usage for Religious Observances

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Policy Number:
UW-5061
Old Policy Number:
16.13
Responsible Office:
Office of Human Resources

University Policy

Rationale/​Purpose:

Employees represent many different religions, and the university seeks to be sensitive to individual needs by balancing work requirements and the exercise of religious beliefs. The university environment is enriched by the religious diversity of its faculty, staff, and students. For this reason, the university establishes this policy to support employees in requesting accommodations for religious observances.

Definitions:
Accommodation for Religious Observance
A change to the terms or conditions of employment that eliminates the conflict between employment requirements and the religious practices of the employee. Accommodation frequently involves schedule changes to allow religious observance or changes to a workplace dress code. Employees do not lose their rights to accommodation of their religious beliefs if they temporarily tolerate a schedule or dress requirement. More information is available at the Wisconsin Department of Workforce Development.
Religion
In accordance with Title VII of the Civil Rights Act of 1964, all aspects of religious observance and practice as well as belief, not just practices that are mandated or prohibited by a tenet of the individual’s faith. More information is available from the Equal Employment Opportunity Commission (EEOC) Fact Sheet: Religious Accommodations in the Workplace.
Undue Hardship
For purposes of this policy, any proposed accommodation for religious observance that poses substantial increased costs to the university, reduced productivity, or infringements on other employees' job rights (e.g., substantial risk to workplace safety, health, or security). 
Scope:

Employees as defined in UW-5000 Employment Categories.  

 

Policy:
  1. For a religious observance that occurs on a scheduled workday, an employee must request time off in advance from their supervisor or department chair.
  2. Approval must be granted unless the absence will create an undue hardship.
  3. An employee’s sincerely held religious beliefs and claim of a religious conflict with their employment must be acknowledged and accepted without question.  
  4. The employee must use vacation, floating holiday, personal holiday hours, or make other arrangements with their supervisor, department chair, or human resources representative.
  5. Supervisors, department chairs, and divisional human resources representatives must consult with the Office of Human Resources-Leave and Benefit Services prior to denying any leave request for religious observance.  
Related UW-Madison Policies:
Related UW–Madison Documents, Web Pages, or Other Resources:

Academic Calendar

External References:

Policy Administration

Approval Authority:
Vice Chancellor for Finance and Administration
Policy Manager:
Associate Vice Chancellor/Chief Human Resources Officer
Contact:
Director of Benefits Services -- Deanna Deslover, leave@ohr.wisc.edu, (608) 890-4850
Date Issued:
06-24-2015
Revised Dates:

04-05-2019, 10-20-2022, 12-10-2025

Retrieved:
12-26-2025 15:28:38