“I am Sabbath observant. How do I tell a potential new boss?”

April 7, 2008 6 Comments »
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ShabbatAn often difficult question vexing potential new employees is bringing up the issue of Sabbath and holiday observance.

I would suggest not bringing up the issue until late in the interviewing process. Wait until you are in the final stages of the interview or have received an offer. Clearly explain what time off you require and how you can make up the time.

Please post your experiences.

To read more of Lavie’s job search advice, you can check out Lioncubjobsearch.blogspot.com



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  • http://mosi.blog-city.com Isaac

    The advice I’ve gotten from multiple sources is that in general, you (the candidate) should not mention anything regarding your own needs until after you have an offer. This includes compensation, working conditions, and time off. The reason for this is that you want the employer, when deciding whether to make you an offer and how much to offer, to be focused on the value you will bring to the organization, and not on the costs or complications to may bring. You also want them to see you as focused on the value you can deliver, rather than on what you’re going to get out of it.

    Once you have an offer, the ball is in your court. That’s when you start asking for whatever special accomdations you need or want. If they valued you enough to give you an offer, they’ll consider your request seriously, because they want you to accept the offer.

    In my relatively short experience as an engineer (two hirings), I’ve never had a problem when I brought up Shabbat. Of course, in both situations, the positions I was entering had flexible schedules in general, partly because there’s no direct customer contact.

    Here’s the basic script I used: “I observe the Jewish Sabbath. I’m not sure how familiar you are with that, but basically, I need to be home comfortably before sundown on Fridays and before certain holidays. So, during the dead of winter, I’ll have to leave as early as 3:00 (Do your own math here.) on some Fridays. Of course, I would make up that time during the rest of the week. Would that work?”
    “Also, there are certain holidays, particularly in the Fall and Spring, on which I’m not allowed to work. How many of them are on weekdays changes from year to year, but the total is usually around 10. I assume that I’ll be able to use vacation time or, if necessary, leave without pay, and take these days off, right?”

  • keliata

    I tend to agree with everything Isaac has written. Don’t mention religious accomodations until after you’re hired. Of course if I guy goes to the interview wearing a kippah or a woman is wearing a star of david that would be a give-away.

    Then I would wait until a day or two before the first Shabbat to mention it to the employer. That way he’s not caught off guard and has time, if needed, to find someone to fill in for you in necessary.

    I don’t know if I would ask the boss if that would work for him; probably something more along the lines I’ll help to find someone to fill in or work extra before or after. With reasonable accomodation laws the employer has to accept it, I would think.

  • leah

    I don’t think a female/male wearing a Star of David is a clear give away.

    It is important to tell them truthfully, “this is my religion and I have the following days I need to observe”. Remember HaShem is also guiding you and most important why work at a job where there isn’t a tolerance of religion. To basically say my point don’t be afraid to tell the truth.

    When should you tell your potential boss, should be analyzed on a case by case basis. Depends on your employer.

    If worse comes to worse, hand them a Jewish calendar with your resume! Just kidding :-P

  • http://mosi.blog-city.com Isaac

    keliata,

    I think that the right time to disclose how your obligations will impact your work schedule, at least in a general sense, is before you accept an offer, both for ethical reasons and because it benefits you. I don’t know what the reasonable accommodation laws say (and I’m sure they don’t make it quite that easy in some time-sensitive fields), but you don’t want to go through your work life smacking people with them if you don’t have to. When you bring up Shabbat before accepting an offer, you get something even better than the law – your supervisor’s commitment and understanding.

    Also, when the supervisor-to-be answers the “Will that work?” question, you’ll be able to read in her words and tone whether she’s going to give you the flexibility you need, or whether it’s going to be a fight each time. Do you really want this job so badly that you’re prepared to take on the headaches and bad feelings of a legal dispute, where victory means getting home right at candle lighting time? Perhaps so, but you should at least know before you accept the offer whether that will be the case. But anyway, in many cases (all, in my short experience), you’ll find that the supervisor’s response just gives you confidence that you’ll be able to arrange your schedule as you see fit, with no resentment.

    Don’t forget, once you have the offer, they can’t retract it because you asked about something like this. With that power in hand, it’s really to your advantage to find out in advance whether this position will truly accommodate your needs or not.

  • keliata

    LOL Leah :) I like your answer best. You’re right, a Start of David isn’t necessarily a give away . Lots of people wear religious jewelry religious or not.

    It sad, though. Indentifying your religion does open you up to a lot of bible preaching. My mother was Catholic and in her 20s the boss’s daughter constantly told my mom that she was going to hell because she was Catholic and not a born again Baptist. My mom was shy and quiet and ignored most of it only saying, “I have my own religion.”

    What I can tell you is, decades after she quit the job she continued to have nightmares about the religious harassment. Well into her 70s she had dreams about it. I think that’s why she was so understanding and loving towards my own spiritual journey to Judaism.

  • leah

    Thank you Keliata.

    Just as there is sexual harassment there is also religious harassment in the work place. You brought up a valid problem Keliata. I wonder what specific laws protect an employee or prospective employee from that form of harassment.

    I would like to specifically note that, I consider discrimination and harassment completely different in terms of legality.

    Btw Keliata I think it is cool that you converted. I don’t know how to private message you for a chat.

    Kol tov everyone.