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Free course template · US federal

Religion & belief at work: Accommodation (US)

A ready-made course, live deck and two surveys for all employees. AhaSlides tracks progress, completion and scores for you. 40 minutes, 7 lessons, 12-question final check. Last reviewed 28 October 2026; not legal advice.

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Course outline at a glance

  • Explain why religious accommodation matters and what our policy commits to
  • Quiz
  • Video

  • Describe how broadly the law defines religion (all faiths, no faith, sincerely held belief) and what it does not cover
  • Tabs
  • Flashcards
  • Quiz

  • Recognise common accommodation requests (schedules, dress and grooming, prayer, policy exceptions) and how to ask for one
  • Accordion
  • Step-by-step
  • Sorting activity

  • Apply the undue-hardship test correctly after Groff
  • Tabs
  • Video
  • Scenario
  • Quiz

  • Tell lawful religious expression apart from religious harassment or coercion
  • Sorting activity
  • Scenario
  • Quiz

  • (Managers) Handle a request: listen, route, explore options, document, never retaliate
  • Process
  • Checklist
  • Scenario
  • Quiz

Final check: 12 questions, 80% to pass

Try some questions from the course

Question 1 of 3

Gurpreet never asked for an accommodation. Did that matter?

 

No. If religion was a motivating factor in the decision, the decision can be unlawful even when the applicant never asked for anything. The Supreme Court said so in EEOC v. Abercrombie & Fitch Stores (2015): the question is motive, not whether the employer knew for sure.

Lesson 1, Why this matters, teaches this. See the outline

Question 2 of 3

Mei Ling says she needs Fridays off for prayer but does not say the word "accommodation." Has she given notice?

 

Notice means enough information for the employer to understand that a religious practice conflicts with a work rule. No special words are required, so the employer should treat it as a request.

Lesson 2, What counts as religion, teaches this. See the outline

Question 3 of 3

Which of these alone is enough to show undue hardship?

 

Coworker grumbling, or dislike of a religion or practice, is not enough. Only substantial increased costs in the overall context of the business count (Groff).

Lesson 4, Undue hardship after *Groff, teaches this. See the outline

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Learners earn a certificate

Your organisation

Certificate of completion

This certifies that

Alex Morgan

has completed

Religion & belief at work: Accommodation (US)

Completed on12 October 2026
Sample certificate with a placeholder learner name.

Style 1 of 6: Indigo serif

Everyone who finishes gets a certificate with their name, the course title and the completion date. Add your own logo, colours and signer.

Three pieces that work together

Learners prepare on their own, you answer questions live, and the surveys tell you what stuck. 11 fields to fill in with your own policy, contacts and locations; each one is highlighted inside the course.

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Completion is tracked for you

Learners sign in to take the course, so every start, finish and score is recorded in AhaSlides. No spreadsheet to keep.

  • Who has finished

    See who has not started, who is in progress and who has completed the course.

  • Every score

    Each learner's result on the 12-question final check, against the 80% pass mark.

  • What landed

    Survey results show what people took away, and the 30-day check-in shows whether they use it.

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7 lessons, about 40 minutes

What learners can do at the end of each lesson. Minutes are an estimate.

  • Lesson 1: Why this matters · 6 min

    Explain why religious accommodation matters and what our policy commits to.

  • Lesson 2: What counts as religion · 6 min

    Describe how broadly the law defines religion (all faiths, no faith, sincerely held belief) and what it does not cover.

  • Lesson 3: Common requests · 6 min

    Recognise common accommodation requests (schedules, dress and grooming, prayer, policy exceptions) and how to ask for one.

  • Lesson 4: Undue hardship after *Groff · 6 min

    Apply the undue-hardship test correctly after Groff.

  • Lesson 5: Expression vs harassment · 6 min

    Tell lawful religious expression apart from religious harassment or coercion.

  • Lesson 6: Manager module: when someone asks · 5 min

    (Managers) Handle a request: listen, route, explore options, document, never retaliate.

  • Lesson 7: Final assessment · 5 min

    12 questions, 80% to pass. The result is saved to the learner's record.

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Often taught together

Courses teams often run alongside this one.

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Common questions

Yes. The course, the live deck and both surveys are free. Claiming the template into your AhaSlides account is free too.

Yes. The course is self-paced and online, and the live deck lets you add a live session in the room or online.

At hire + every 2 years (best practice); managers at promotion.

All employees, with a manager module (Lesson 6) for anyone who receives requests.

Record completion in your own LMS or record system, so you can show who finished the course and when.

Yes, everything. Change the wording, swap scenarios for ones from your workplace, add your logo, or remove parts that don't apply.

Your own details, each highlighted inside the course:
  • Eeo policy link
  • Accommodation contact
  • Leave policy
  • Quiet room location
  • State protections
  • State agency
  • Reporting channel
  • HR contact
  • LMS or record system
Then edit anything else you like: wording, scenarios, your logo.
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Ready to run it?

Free. Copy the course, live deck and both surveys into your AhaSlides account in one click.

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