Religious Accommodations

Washington State University recognizes that, for many members of the WSU community, creed, religious belief, and nonbelief, are essential to identity and personhood. The University is committed to nurturing an inclusive environment wherein faculty, staff, and students feel empowered to show up as their whole selves in their career and academic pursuits. To that aim, the University complies with federal and state laws, such as the First Amendment to the United States Constitution, Title VII of the Civil Rights Act of 1964, Title VI of the Civil Rights Act of 1964, RCW 49.60, and RCW 28B.137.010. These laws require nondiscrimination on the bases of (1) religion, (2) creed, and, per the U.S. Department of Education’s Office for Civil Rights, (3) race, color, and national origin discrimination based on “actual or perceived shared ancestry or ethnic characteristics or citizenship or residency in a country with a dominant religion or distinct religious identity.” Religious nondiscrimination laws also require provision of reasonable religious accommodations upon request. WSU ensures compliance with these nondiscrimination laws under University Policies and Procedures Manual 10.60, the University’s policy prohibiting discrimination and discriminatory harassment on the bases of religion, creed, race, color, national origin, and other protected classes. In conformity to the requirements of state and federal law, WSU provides reasonable religious accommodations to its students and employees.

Overview

A reasonable religious accommodation is a modification to a policy or practice within a work, academic, housing, or extracurricular environment to enable an employee or student to avoid conflict with their sincerely held religious beliefs or practices. A religious accommodation is reasonable if it does not cause undue hardship to WSU operations; factors include safety, cost, efficiency, academic requirements, business needs, and the rights of others. Reasonable religious accommodations are individualized to the needs of the students and employees who request them and the settings for which they are requested. Examples include leave or excused absences for observance of religious holidays, space for prayer, alternative assignments, and exceptions to dress requirements.  

The review of a request for reasonable religious accommodation is a collaborative process. Students and employees are not guaranteed the exact accommodations they request, but the University will act in good faith to discuss requested accommodations with them and select effective, alternative accommodations as necessary. Students and employees are encouraged to submit requests as soon as possible to allow sufficient time for this review and collaboration and the implementation of any reasonable religious accommodations.  

Student Requests

Students seeking reasonable religious accommodations must submit written requests to the Office of the Dean of Students, identifying: 

1. The course, residence hall, campus apartment, or extracurricular activity, for which they seek accommodation (for courses, this should also include the instructors’ names), 

2. The specific accommodation(s) they are requesting (including dates/frequency),   

3. Their sincerely held religious belief or practice, and   

4. How the requested accommodation would avoid conflict with that religious belief or practice.  

Upon receiving a request for religious accommodation, ODOS will ask for any additional information needed to review the request and notify the faculty/staff who would be responsible for implementing the student’s requested accommodation. If necessary, ODOS will collaborate with the student, the faculty/staff, and the faculty/staff’s department to assess whether there are any effective alternatives that may align with the student’s needs and the requirements of the setting for the requested accommodation. This may include evaluation of undue hardship. Students, faculty/staff, and ODOS may contact WSU Compliance and Civil Rights (CCR) for a consultation if they have questions or concerns at any point in the process. The University will provide students with written decisions on their requests for reasonable religious accommodation. If they believe they have not been appropriately accommodated, students may report their concerns to CCR (see Reporting Grievances section below).  

Students seeking reasonable religious accommodations for employment may contact Human Resource Services for those requests. 

Employee Requests

Employees seeking leave for faith or conscience holidays must follow the requirements of BPPM 60.56, BPPM 60.57, and RCW 1.16.050.   

Employees seeking other reasonable religious accommodations must submit written requests to Human Resource Services (HRS) identifying: 

1. The specific accommodation(s) they are requesting (including dates/frequency),  

2. Their sincerely held religious belief or practice, and  

3. How the requested accommodation would avoid conflict with that religious belief or practice. 

Upon receiving a request for religious accommodation, HRS will review the current position description and the position’s functions. HRS will ask for any additional information needed to review the request and contact the department and employee once the completed request is received. If necessary, HRS will consult with the employee and the department for discussion of any available alternatives and evaluation of undue hardship. The parties may also contact CCR for a consultation if they have questions or concerns at any point in the process. The University will provide the employee with a written decision on the request for reasonable religious accommodation. If they believe they have not been appropriately accommodated, the employee may report their concerns to CCR (see Reporting Grievances section below). 

Reporting Grievances

Compliance and Civil Rights (CCR) is WSU’s central intake and referral office for concerns from students, staff, faculty, volunteers, and visitors under UPPM 10.60 the University policy prohibiting discrimination and discriminatory harassment. Individuals who believe they have been subjected to discrimination on the basis of religion, creed, or other protected classes, may report their concerns to CCR and discuss options that work best for their specific circumstances, including supportive measures, informal resolution, and investigation.