“Moralists at the Workplace” (editorial, April 3) addressed “scattered reports” of employees refusing to perform certain job requirements that conflict with their personal moral or religious beliefs and customers seeking to have these requirements filled. We believe that there is a solution that accommodates the needs of both parties.
Recently, we introduced the Workplace Religious Freedom Act, which clarifies current law to say a person’s religious beliefs should be recognized and accommodated in the workplace as long as this does not adversely affect the employer’s business or customers.
The bill is supported by a diverse coalition of more than 45 religious and civil rights groups as well as a bipartisan group of senators and representatives.
If the bill becomes law, an employee who does not wish to do their job would not have to do so long as another employee is on duty and would do their job for them.
The Workplace Religious Freedom Act provides a sensible solution to the potential conflict between an employee’s religious conviction and the needs of their employer and employer’s customers.
I, for instance, am part of a strict no-technology-using religion similiar to that practiced by the Amish. I work for a telecommunications firm where my job requirements include using computers, telephones, and managing projects that aid in the spread of telecommunications technology, which I do not believe in.
Luckily, thanks to this law, I can come into work everyday and have my coworkers do all of this work for me while I write novels longhand.
I believe this solution accomodates the needs of all parties involved.
Kameron Hurley; AA, BA, MA