Dear Littler:

I’m an HR representative at an advertising agency based in New York City. We have a question about a religiously vocal employee. Recently she has made her opinions on homosexuality known to her entire department, emailing bible passages and lecturing her coworkers about what she calls “sinful” activity. Employees have complained. She says her religion obligates her to speak out. Last week she walked out of our annual anti-discrimination and harassment training during the module on sexual orientation and gender identity. We previously exempted her from the company’s mandatory COVID-19 vaccine policy based on her sincerely held religious beliefs. Now she claims the exemption extends to this training and her religious obligation to “spread God’s word.” Do we really need to accommodate her on this point? Where is the line?

—Big Questions in the Big Apple

Dear Big Apple:

If only such lines were clearly drawn! As you have discovered, an employee’s expression of their religious beliefs can negatively affect the rights of others in the workplace. So, let’s discuss the delicate balancing act you face.

That you allowed an employee to refuse the COVID-19 vaccine based on her religious objections to it does not mean every religious objection must be accommodated. Each request must be evaluated on a case-by-case basis.

As you likely learned from the interactive process regarding her vaccine objection, under the religious discrimination provisions of Title VII of the Civil...

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