29 CFR 1605.3 - Selection practices.

prev | next
§ 1605.3 Selection practices.
(a) Scheduling of tests or other selection procedures. When a test or other selection procedure is scheduled at a time when an employee or prospective employee cannot attend because of his or her religious practices, the user of the test should be aware that the principles enunciated in these guidelines apply and that it has an obligation to accommodate such employee or prospective employee unless undue hardship would result.
(b) Inquiries which determine an applicant's availability to work during an employer's scheduled working hours.
(1) The duty to accommodate pertains to prospective employees as well as current employees. Consequently, an employer may not permit an applicant's need for a religious accommodation to affect in any way its decision whether to hire the applicant unless it can demonstrate that it cannot reasonably accommodate the applicant's religious practices without undue hardship.
(2) As a result of the oral and written testimony submitted at the Commission's Hearings on Religious Discrimination, discussions with representatives of organizations interested in the issue of religious discrimination, and the comments received from the public on these Guidelines as proposed, the Commission has concluded that the use of pre-selection inquiries which determine an applicant's availability has an exclusionary effect on the employment opportunities of persons with certain religious practices. The use of such inquiries will, therefore, be considered to violate title VII unless the employer can show that it:
(i) Did not have an exclusionary effect on its employees or prospective employees needing an accommodation for the same religious practices; or
(ii) Was otherwise justified by business necessity.
Employers who believe they have a legitimate interest in knowing the availability of their applicants prior to selection must consider procedures which would serve this interest and which would have a lesser exclusionary effect on persons whose religious practices need accommodation. An example of such a procedure is for the employer to state the normal work hours for the job and, after making it clear to the applicant that he or she is not required to indicate the need for any absences for religious practices during the scheduled work hours, ask the applicant whether he or she is otherwise available to work those hours. Then, after a position is offered, but before the applicant is hired, the employer can inquire into the need for a religious accommodation and determine, according to the principles of these Guidelines, whether an accommodation is possible. This type of inquiry would provide an employer with information concerning the availability of most of its applicants, while deferring until after a position is offered the identification of the usually small number of applicants who require an accommodation.
(3) The Commission will infer that the need for an accommodation discriminatorily influenced a decision to reject an applicant when: (i) prior to an offer of employment the employer makes an inquiry into an applicant's availability without having a business necessity justification; and (ii) after the employer has determined the applicant's need for an accommodation, the employer rejects a qualified applicant. The burden is then on the employer to demonstrate that factors other than the need for an accommodation were the reason for rejecting the qualified applicant, or that a reasonable accommodation without undue hardship was not possible.

Title 29 published on 2013-07-01.

No entries appear in the Federal Register after this date, for 29 CFR Part 1605.

This is a list of United States Code sections, Statutes at Large, Public Laws, and Presidential Documents, which provide rulemaking authority for this CFR Part.

This list is taken from the Parallel Table of Authorities and Rules provided by GPO [Government Printing Office].

It is not guaranteed to be accurate or up-to-date, though we do refresh the database weekly. More limitations on accuracy are described at the GPO site.

United States Code

§ 2000e - Definitions

42 U.S. Code § 2000e–1 - Exemption

42 U.S. Code § 2000e–2 - Unlawful employment practices

42 U.S. Code § 2000e–3 - Other unlawful employment practices

42 U.S. Code § 2000e–4 - Equal Employment Opportunity Commission

42 U.S. Code § 2000e–5 - Enforcement provisions

42 U.S. Code § 2000e–6 - Civil actions by the Attorney General

42 U.S. Code § 2000e–7 - Effect on State laws

42 U.S. Code § 2000e–8 - Investigations

42 U.S. Code § 2000e–9 - Conduct of hearings and investigations pursuant to section 161 of title 29

42 U.S. Code § 2000e–10 - Posting of notices; penalties

42 U.S. Code § 2000e–11 - Veterans’ special rights or preference

42 U.S. Code § 2000e–12 - Regulations; conformity of regulations with administrative procedure provisions; reliance on interpretations and instructions of Commission

42 U.S. Code § 2000e–13 - Application to personnel of Commission of section 1114 of title 18sections 111 and 1114 of title 18;

42 U.S. Code § 2000e–14 - Equal Employment Opportunity Coordinating Council; establishment; composition; duties; report to President and Congress

42 U.S. Code § 2000e–15 - Presidential conferences; acquaintance of leadership with provisions for employment rights and obligations; plans for fair administration; membership

42 U.S. Code § 2000e–16 - Employment by Federal Government

42 U.S. Code § 2000e–16a - Short title; purpose; definition

42 U.S. Code § 2000e–16b - Discriminatory practices prohibited

42 U.S. Code § 2000e–16c - Coverage of previously exempt State employees

42 U.S. Code § 2000e–17 - Procedure for denial, withholding, termination, or suspension of Government contract subsequent to acceptance by Government of affirmative action plan of employer; time of acceptance of plan