Religious Accommodation Policy


University of North Carolina at Chapel Hill Policy on Religious Accommodation



The University of North Carolina at Chapel Hill is committed to providing a welcoming and inclusive environment that is respectful of the Religious Beliefs and Practices of all members of the University community. As part of this commitment, the University will make good faith efforts to provide reasonable Religious Accommodations to individuals covered by this Policy whose sincerely held Religious Beliefs and Practices conflict with a University policy, procedure, or other academic or employment requirement unless such an accommodation would create an Undue Hardship.

The University is committed to diversity and nondiscrimination and supports the employment of all qualified individuals, regardless of religious affiliation or beliefs. This commitment is in accordance with state and federal laws and regulations, including Title VII of the Civil Rights Act of 1964 and its accompanying regulations, as well as the Equal Employment Opportunity Commission's Guidelines on Discrimination Because of Religion, and North Carolina General Statue § 116-11(3a).

Scope of Applicability

This Policy applies to the conduct of, and protects, University students and employees, including faculty members; EHRA non‑faculty employees; SHRA employees; graduate, professional, and doctoral students; post‑doctoral scholars; and student employees. The Policy also applies to contractors and other third parties, including applicants, under circumstances within the University’s control.


Policy Statement

This Policy applies to all aspects of religious observance and practice, as well as belief, to enable students, employees, and applicants who engage in such observances or practices to contribute to the University community.

This Policy requires all units in the University to provide reasonable accommodations for the sincerely held Religious Beliefs and Practices of employees, students, and other covered individuals unless providing such accommodations would result in Undue Hardship to the University.

Units should refer covered individuals to the Equal Opportunity and Compliance (EOC) Office and to the Procedures for Religious Accommodations when such individuals present requests for religious accommodations. Units are required to provide reasonable accommodations as determined by the Religious Accommodations Advisory Committee (RAAC).

For information about how to make a request for a Religious Accommodation, see the Procedures for Religious Accommodation.

Discrimination is Prohibited

The University prohibits discrimination based upon Religion under its Policy on Prohibited Discrimination, Harassment and Related Misconduct (“PPDHRM”). Failure to provide a reasonable accommodation under this Policy may constitute discrimination or harassment based on Religion under the PPDHRM. Any individual who believes they have experienced discrimination based upon Religion should contact the EOC Office.

Retaliation is Prohibited

The University prohibits retaliation against students and employees for requesting a Religious Accommodation, participating in an approved accommodation, or otherwise engaging in protected conduct under the PPDHRM. Any individual who believes they have experienced retaliation as described above should contact the EOC Office.


Religion: All aspects of religious observance and practice, as well as belief.

Religious Accommodation: A reasonable change in the work or academic environment that enables an individual covered by this Policy to practice or otherwise observe a sincerely held religious practice or belief without Undue Hardship on the University. It can also include any necessary modification to a University policy, procedure, or other requirement for a covered individual’s Religious Beliefs, observance, or practice provided such accommodation is reasonable and does not cause Undue Hardship.

Religious Beliefs: Religious Beliefs include moral or ethical beliefs as to what is right and wrong which are sincerely held with the strength of traditional religious views. They include theistic as well as non-theistic beliefs. Personal preferences, or social, political, or economic philosophies, are not considered Religious Beliefs.

Religious Practices: A religious practice is one motivated by a sincerely held religious belief, not any secular purpose. Certain practices may have both secular and religious motivations, which may require a case-by-case inquiry as to the purpose behind the practice.

Undue Hardship: Imposition of more than a de minimis cost on the University’s operations, which may include those requests that are costly, compromise workplace safety, decrease workplace efficiency, infringe on the rights of other employees, or require other employees to do more than their fair share of the potentially hazardous or burdensome work.

Related Requirements

External Regulations and Consequences

University Policies, Standards, and Procedures

Contact Information

Primary Contacts

For accommodation requests and/or questions or concerns related to this policy:

  • Religious Accommodations Advisory Committee (RAAC)
  • Email:

For complaints of discrimination or harassment based on Religion, including failure to accommodate:

  • Equal Opportunity and Compliance (EOC) Office
  • Email:
  • Phone: 919‑966‑3576
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Article ID: 131709
Thu 4/8/21 9:15 PM
Mon 11/29/21 9:02 AM
Effective Date
If the date on which this document became/becomes enforceable differs from the Origination or Last Revision, this attribute reflects the date on which it is/was enforcable.
03/11/2021 1:58 PM
Issuing Officer
Name of the document Issuing Officer. This is the individual whose organizational authority covers the policy scope and who is primarily responsible for the policy.
Issuing Officer Title
Title of the person who is primarily responsible for issuing this policy.
Interim Associate Vice Chancellor of Equal Opportunity and Compliance
Last Review
Date on which the most recent document review was completed.
03/11/2021 1:58 PM
Last Revised
Date on which the most recent changes to this document were approved.
11/28/2018 11:00 PM
Next Review
Date on which the next document review is due.
03/11/2022 12:00 AM
Date on which the original version of this document was first made official.
11/28/2018 11:00 PM
Responsible Unit
School, Department, or other organizational unit issuing this document.
Equal Opportunity and Compliance

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