Definition: Religion and Creed Discrimination

The University may not discriminate in any aspect of the work or educational environment on the basis of religion or creed. Religion and creed can have the same or equivalent meaning. They include all religious and spiritual observances, practices, and sincerely held beliefs.

The University is required to accommodate student and employees’ sincerely held religious observances or practices, unless the accommodation would impose an undue hardship on the work or business of the University. An undue hardship can occur, for example, if an accommodation would require violating the terms of a seniority system.

As a public entity, the University cannot be in a position of supporting, or appearing to support, one religion or spiritual practice. Today’s world finds an increasing number of religions in our society.

EOAA encourages staff and faculty to consult EOAA's Holiday/Religious Observance Calendar before scheduling events or exams.

The relevant policies regarding employee and student absences for religious observances are included on the UWide Policy Library website. Employee absences for religious holidays are covered in the University's Human Resources Policy Employee Absences for Religious Holidays. Student absences are covered in two of the University's Education and Student Life Policies: Mandatory Attendance at First Class Session and Consequences for Absence (Twin Cities, Crookston, Morris, Rochester) and Teaching and Learning: Student Responsibilities (Twin Cities, Morris, Rochester).

Refer to the page on Religious Accommodation Resources for more information regarding religious discrimination and accommodations.