how can we equitably handle time off for religious holidays?
It’s the Thursday “ask the readers” query. A reader writes:
With the Jewish High Holidays arising, I’ve been occupied with how workplaces can promote fairness round PTO and religious holidays. My office has an especially beneficiant quantity of PTO, however I nonetheless have to make use of trip time for Rosh Hashanah and Yom Kippur (and all different workforce members of non-Christian religions have to make use of trip time for religious holidays, i.e. my group doesn’t give us time off for Eid, Holi, and so on). I do know it’s impractical to shut the places of work for everybody throughout all religious holidays of any sort, but it surely does appear as if Christian colleagues get an additional couple of days of trip in comparison with the remainder of us.
What would an equitable office coverage be that will enable for non-Christian colleagues to rejoice our main holidays with out consuming into PTO? My small group is all in favour of work-life stability and creating an equitable office, and I’ve a good relationship with our management, so I’d wish to carry them a suggestion for how to treatment this.
Let’s discuss employers you’ve seen handle this nicely, or how you’d wish to see it dealt with — and I’m going to ask individuals who rejoice Christmas to hold again and let individuals who want different days for religious observance take the lead on this one.
