Which of the following is an example of religious accommodation in the workplace?

Adjusting work schedules for religious observances is a prime example of religious accommodation in the workplace. This practice is rooted in the legal obligation of employers to allow employees to observe their religious practices without facing adverse consequences. The U.S. Equal Employment Opportunity Commission (EEOC) emphasizes that employers must reasonably accommodate an employee's religious beliefs and practices unless doing so would impose an undue hardship on the operation of the business.

In this context, changing work schedules allows employees to participate in religious activities, such as attending services or observing specific days of rest, thereby promoting inclusivity and respect for diverse religious practices. This forms a crucial part of fostering a positive work environment and adhering to EEO guidelines that prohibit religious discrimination.

The other choices do not specifically meet the criteria for religious accommodation. Providing leave for personal reasons may not necessarily address the specific needs related to religious practices. Changing job responsibilities for performance issues does not relate to religious beliefs at all, and revising the dress code for casual Fridays pertains to workplace culture rather than accommodation of religious observances. Hence, only the adjustment of work schedules directly addresses the need to accommodate an employee's religious practices.