request that a workplace accommodation is needed to allow him/her to practice or uphold that belief, employers generally have an affirmative duty of “reasonable accommodation” with regard to the employee’s request, unless to do so would impose an “undue hardship” on the employer’s business or on other employees. Of course, the employer must be notified of the desire for an accommodation, and while the employer is not required by Title VII to discuss the situation with the employee, it is an employment “best practice” for the employer to engage in a meaningful dialogue with the requesting employee. This will allow the employer to understand the exact nature of the religious limitation claimed by the employee, and, therefore, will allow the employer to best determine if and to what extent an accommodation is reasonable. EEOC