When must an employee's beliefs be accommodated?
![Tim Mitchell](https://cdn-res.keymedia.com/cdn-cgi/image/f=auto/https://cdn-res.keymedia.com/cms/images/ca/126/0287_637061660139228232.jpg)
Question: How does an employer determine whether an employee requesting accommodation for a belief system or creed is legitimate, particularly if the employer hasn’t heard of such beliefs before? Do any such requests deserve accommodation?