EEOC charges alleging religious discrimination have risen dramatically in last 15 years. Religious accommodation disputes generally occur when an employee’s work schedule conflicts with a religious observance and when the work dress code is inconsistent with an employee’s religious dress and grooming obligations. To avoid many such conflicts, employers should consult counsel to establish a clear written policy to handle requests for religious accommodations and make reasonable efforts to find a compromise with employers regarding scheduling, dress or grooming before taking any adverse action.