Suit: Job offer pulled after religious accommodation request

[TygrBright]

60. The key issue here is TIMING.

The prospective employer SHOULD have stated the general hours and schedule of work BEFORE making the offer, and then asked the prospective employer if they would have any problems with the schedule and/or need any accommodations.

The prospective employee is THEN free to ask for schedule accommodations, with or without referring to the religious nature of the need (because the reason is irrelevant, even if it's easy for the employer to deduce.)

AFTER that, the employer is free to negotiate the schedule, with or without the accommodation. They can make an offer of employment, based on what's been negotiated, or not, and no harm/no foul if they don't.

However, if they DON'T discuss the expected schedule/hours, and make the offer, they run into just this kind of mess.

Sloppy HR procedure, very sloppy.

interestedly,
Bright