By VICKY DAVIDE
The time of year is once again approaching where I need to peer into my small bank of PTO and make a decision: Do I take off time to honor my religious traditions or do I save it for an actual vacation.
To many I know the choice is automatic; religious obligations come first. Within the Jewish calendar there are about nine to 11 days in which it is Halachically (according to the Jewish law) required to abstain from work. For many, this observance varies from going to synagogue, to doing all the traditional festivities, to not using any electricity. If you follow Halacha, going to work isn’t an option.
Now as a single person with only about six days of PTO in her bank, I need to decide, do I take off the three full days required for the Passover holiday — April 2, 3 and 9? Do I take a half day off in addition to prepare my home for a seven-person meal that I will host? If I do, will I have enough time to take some vacation this summer? Will I have enough time for the next holiday? What about the High Holidays in fall? What will my supervisor think of me taking off all this time?
When the calendar is centered around Christian holidays, this isn’t really a choice many have to make. If you work a regular, full-time position at the University, many holidays are already baked into our calendar. I’ve been personally working with HR and my manager to accommodate my religious holidays: allowing for flex time, doing limited overtime before a holiday, or working University holidays that I choose, such as spring break recess, using the saved time for the religious holidays I observe.
This solution doesn’t work for everyone, as you might need to be in person with your colleagues to get your work done. However, I think a better solution is simpler than that; we need more personal “floating” holidays in the schedule.
When starting at the university, full time staff accrue about 10 days of PTO a year in addition to three personal holidays. I recommend that number be at least 14 days of PTO and 5 personal holidays to allow more flexibility and reduce hesitancy around taking religious holidays.
If you would like more information or would like a list of the Jewish holidays, you can visit the link here.
Vicky Davide is a member of Staff Council’s Equity, Diversity, and Inclusion Committee and chairs Pitt Jewish Community, an affinity group open to all faculty, staff, and employees. She has been a staff member at Pitt since 2024 and currently serves as diversity programs lead in the Office of Planning, Design and Construction.
What are religious accommodations?
By VICKI DAVIDE AND ZACH DAVIS
With the recent conclusion of Ramadan and with Easter and Passover approaching, it offers an opportunity for all of us to reflect not only on the traditions of these holidays, but also on how workplaces can support the many ways employees observe their faith. These experiences are not unique to any one tradition. Across communities, religious observances can include holidays, fasting periods, prayer practices and other traditions that may intersect with work schedules in different ways.
Religious accommodations in the workplace refer to adjustments that allow employees to observe their religious beliefs while continuing to meet the responsibilities of their role. These accommodations often are simple, and in many cases, can be achieved through thoughtful planning, communication and a willingness to be flexible when possible.
Religious observances can take many forms. For some, it may involve time away from work to observe high holidays. For others, it may include daily or weekly prayer, fasting during certain periods, dietary considerations or observing a Sabbath. These practices vary widely across different faith traditions and even from person to person within the same tradition.
Because of this, there is no one-size-fits-all approach. What can make a meaningful difference is a workplace culture where employees feel comfortable sharing their needs and supervisors are prepared to respond with curiosity, respect and a problem-solving mindset.
Staff Council recognizes that in recent years, the University, through its shared governance process, has considered additional ways to accommodate religious holidays, which led to one additional personal day being added in 2022. Staff Council was an integral, driving voice in this change.
How can we support employees who need religious accommodation?
There are several practical ways supervisors can support religious observance in their teams. Planning ahead is one of the most effective strategies. Being aware of major religious holidays when scheduling meetings, deadlines or events can help avoid conflicts before they arise. Even when conflicts are unavoidable, early awareness allows for more options and flexibility.
Open communication also is important. Creating space for employees to share their needs without requiring them to over-explain or justify their practices can help build trust and reduce uncertainty. A simple check-in, especially during times of the year when many religious holidays occur, can go a long way.
Employees also may consider initiating a conversation with their supervisor in advance of a religious observance to share their needs and explore options together. Framing the discussion around specific dates, practices and any potential impacts on work responsibilities can help create clarity and set a collaborative tone. It can be helpful to come prepared with a few possible approaches, such as adjusting schedules or identifying alternative ways to meet expectations. Approaching the conversation with openness and a focus on shared goals can support a constructive and respectful dialogue.
Flexibility, when feasible, is another key component. This might include adjusting work hours, allowing for shift swaps, offering remote participation options, or identifying alternative ways for employees to meet expectations. In many cases, these adjustments are modest but can have a significant impact on an employee’s ability to fully observe their faith.
It is also important to avoid assumptions. Not all individuals observe religious traditions in the same way, and practices may change over time. Taking an individualized approach helps ensure that support is aligned with each person’s needs rather than based on generalizations.
Ultimately, supporting religious observance in the workplace is not only about responding to individual requests, but also about fostering an environment where awareness and consideration are part of everyday practice. Small, proactive steps can help create a workplace where employees feel respected, supported, and able to bring their full selves to their work.
Learning together:
As supervisors and colleagues, it’s everyone’s responsibility to be curious and knowledgeable about the community around us. We encourage you to explore the resources below and be an active participant in fostering belonging on campus.
Religious accommodation resources:
Zach Davis serves as chair of the Staff Council’s Equity, Diversity, and Inclusion Committee. He has been a staff member at Pitt since 2013 and currently serves as director of engagement and wellbeing programs in the Office of Institutional Engagement & Wellbeing.
References:
Staff Council serves as a center for input and dissemination of information, provides a means of communication between staff and other members of the Pitt community, and provides opportunities for professional development.
Staff Council has historically represented the interests of Pitt staff not covered under a collective bargaining agreement and continues to participate in shared governance on campus to advocate for the interests of staff members on issues not addressed by collective bargaining. Additionally, the Council continues its mission to advocate for unrepresented staff members.
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