If it turns out that the religious exemption claim is legitimate, then the employer should talk to the employee about their ability to do everything the job requires despite not being. An employer is not required to grant a request for a religious exemption if granting the exemption would cause an undue hardship on its operations The guidance notes that employers can meet this threshold by showing that granting the request would cause it to incur more than a minimal cost. These “facts” are verifiably false and employees raising these claims should be directed to scientific data that shows these claims are unfounded. It is possible to request more information to prove that a medical or religious exemption is valid, such as by requesting a letter from a doctor or religious leader, but you should be aware that your options for calling an employee’s religious beliefs into question can be severely limited. In many cases, it means they may be forced to determine whether requests are sincere or whether they are an excuse
Request documentation from a medical provider. Because of this, the employer should approach each request from the standpoint that the employee’s request is based on a sincerely held religious belief.
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