Religious Accommodations

Our university protects religious freedom by providing accommodations for religious observances in alignment with federal law, the Protected Class Nondiscrimination Policy, and the Student Academic Accommodations for Religious Observances Policy. Accommodations can range from schedule adjustments to academic and work flexibility, ensuring no one is penalized for their religious practice.

Review the Religious and Cultural Observances Calendar to learn more and for planning purposes.

Requests for religious accommodations should be directed to supervisors for employees and professors for students. Other religious accommodation requests (housing, dining, etc.) can be directed to the staff in those specific departments.

The OIEC Support and Safety Measures team can guide supervisors and faculty in determining reasonable religious accommodations for students and employees. For further assistance, please email oiec@colorado.edu.   

Religious Accommodations FAQ

  • Federal law and university policy ensure the right to religious freedom and the university is required to provide an accommodation for religious practices.
  • Failure to provide a reasonable accommodation for religious observances (as well as for disability and pregnancy) may be considered discriminatory.
  • Being aware of major religious holidays can help with planning. You can add holidays to your Outlook calendar and use the Religious and Cultural Observances Calendar to help identify potential conflicts. 
  • An accommodation request is considered reasonable if it does not create a substantial burden on the overall operation of the university.
  • Accommodations are not determined on the "validity" of the religious belief or practice.
  • Personal beliefs about a religious practice or type of accommodation is not a defense for denying an accommodation.
  • Because religion is defined broadly, faculty and supervisors must not inquire into the validity of the religious observance when determining accommodations.
  • Employee requests go to their supervisor.
  • Student academic requests go to their professors and appeals go to the Chair or Dean of the department.
  • Other religious accommodation requests (housing, dining, etc.) go to the staff in those specific departments.
  • If you would like to discuss a religious accommodation request, email oiec@colorado.edu for further assistance.
  • Scheduling changes and voluntary shift substitutions.
  • Modification of dress codes.
  • Designating a private location in the workplace for observance.
  • Using paid vacation or unpaid leave.
  • Job reassignments.
  • Review the Student Accommodations for Religious Observances Policy.
  • Examples of accommodations for religious observances include, but are not limited to, providing the opportunity for a makeup exam or an equivalent assignment; allowing extra-credit assignments to substitute for missed class work; and arranging for an increased flexibility in assignment due dates.

Determining Religious Accommodations in Employment

Determine if religious holiday time off could be “flexed” based on unit norms and procedures.  

  • Flexing:
    • Request flex time through the supervisor to work hours at another time in the work week.  
  • Vacation:
    • If a flex request is denied for business reasons, request personal time off via vacation request through the timekeeping system.
    • If flex time is not an option, request personal time off via vacation request through the timekeeping system.
    • If no vacation leave is available, consider requesting unpaid time off. 
  • Flexing request:
    • Determine if flex requests can be accommodated per the schedule of employees and potential coverage needs. Refer to norms and procedures in place that are equitable to other requests for flex time.
  • Vacation:
    • Review and approve vacation leave like normal circumstances for personal time off.  
    • If no vacation leave is available to the employee and unpaid time off is requested, follow the same process for approval as flex or vacation leave.