RELIGIOUS ACCOMMODATION POLICY

Our Company is committed to providing equal employment opportunity and accommodation to employees ensuring that they are not discriminated against due to their religion. This policy aims at maintaining an inclusive, safe and productive workplace for every working individual in our company.

1. PURPOSE
   1. The purpose of this policy is to promote an inclusive work environment by accommodating employees of the Company and their religious beliefs without any discrimination. The Company prohibits discrimination based on religion and is committed to providing a work environment that is respectful of employee religious beliefs. This improves employee productivity and work life balance by removing barriers that may hinder employees from effectively performing their job roles.
2. SCOPE
   1. This policy applies to all employees, including full-time, part-time, temporary, at all levels within the Company. In circumstances where an employee’s behavior or conduct may involve a breach of this policy. The Company might take disciplinary or termination actions based upon the set guidelines in this policy.
3. PROCEDURE
   1. Employees who wish to have accommodation provided by the Company can contact the designated authority or Human Resource Department to initiate the accommodation request process. The Human Resource Department must ensure that all requests are promptly reviewed and processed.
   2. All Accommodation Requests should be made in writing, stating the valid reasons for accommodation. Employees who require religious attire or any form of dress code adjustments, modified work schedules related to their religious beliefs should make a formal request detailing their requirement, along with the accommodation request to the HR department.
   3. Our Company will respond to the employee’s request for accommodation as soon as possible. The response will include whether the requested accommodation will be granted and any alternative accommodations that may be available.
4. EMPLOYEE’S RESPONSIBILITIES
   1. Employees should provide clear and detailed information about their religious practices and the specific requirements needed, this helps us to fulfill those practices and gives a better understanding of the employee.
   2. Employees must maintain their job roles and operational needs of the Company, while requesting for religious accommodation. Religious Accommodation should not create any undue hardship for the business or to the Company.
   3. Any disputes or conflicts related to the religious accommodation should be immediately reported to the concerned authority or the HR Department.
   4. Clear and respectful communication is essential. Employees should not use or spread false religious beliefs about others and should engage themselves in respectful discussions.
   5. Employees are expected to treat their colleagues, clients and partners with equality and respect. We do not tolerate discrimination, harassment, and bullying or any type of abuse. No direct or indirect discrimination shall take place based on any professional non-relevant trait or circumstance, like gender, marital status, age, national or social or ethnic origin, colour, religion and political opinion, disability, sexual orientation, employee representation, property, birth or other status. Any kind of discriminatory behaviour, harassment, bullying or victimization is prohibited.
5. ACCOMMODATION DENIAL
   1. The Company may deny accommodation requests if it would impose an undue hardship on the company, based on various factors such as cost of accommodation, impact on business operations and the overall financial resources of the Company.
6. NON-RETALIATION
   1. Employees who participate in the Accommodation process will not face retaliation. Our Company prohibits retaliation against employees who request reasonable accommodation or assist others in requesting accommodation.
7. OUR COMMITMENT
   1. Our Company commits to create equality and inclusion in all aspects of work and employment.
   2. Employees and members of the Company will be given regular Training and Awareness programs will be conducted to ensure understanding of religious accommodation process and development of diverse business culture.
8. COMPLIANCE
   1. Compliance with this policy and applicable laws should be regularly monitored and audited to identify and address any potential gaps or non-compliance.
   2. Any identified breaches or non-compliance should be promptly investigated and appropriate corrective actions should be taken.
   3. Employees must stay informed about the laws relevant to their roles and responsibilities and ensure that their actions and decisions align with legal standards of the Company.
   4. Our Company is committed to conducting its business ethically and reliably within the bounds of the law, and we rely on each employee’s commitment to maintaining the highest standards of legal compliance.
9. CHANGES TO THE POLICY
   1. We reserve the right to update and make changes to this policy from time to time based on the working conditions of the Company. The Company on updating this policy will inform the members of the Company.
10. FURTHER INFORMATION
    1. For any queries or further Information regarding our Company or about this Policy, the concerned person can contact us through email [INSERT THE EMAIL ADDRESS OF THE COMPANY]
11. ACKNOWLEDGEMENT
    1. We expect all employees to adhere to this policy of the Company. The Company will apply this policy consistently and fairly to ensure a harmonious and productive workplace for all.
    2. By signing below, you acknowledge that you have carefully read and understood the terms and contents of this policy.
    3. You acknowledge that you will follow the set guidelines of this policy as well as of the Company and failure to do so; the Company can take Disciplinary action against such person.

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