Failure to accommodate

Dutch translation: nalatigheid/verzuim om te voorzien in redelijke aanpassingen

GLOSSARY ENTRY (DERIVED FROM QUESTION BELOW)
English term or phrase:Failure to accommodate
Dutch translation:nalatigheid/verzuim om te voorzien in redelijke aanpassingen
Entered by: Lianne van de Ven

08:54 Aug 28, 2015
English to Dutch translations [PRO]
Bus/Financial - General / Conversation / Greetings / Letters
English term or phrase: Failure to accommodate
A staff member has secured time off for a religious holiday, but two of his colleagues have called in sick. As his manager, you know that he requested the day off, but now you face a staff shortage. Asking him to work on the religious holiday may constitute a failure to accommodate.
Marcel van Dijk
Netherlands
Local time: 11:49
nalatigheid te voorzien in redelijke aanpassingen
Explanation:
Een goede vertaling voor 'failure to' is 'nalatigheid' (of verzuim) omdat het om een juridische begrip gaat. In dit geval wordt het een mond vol, omdat het gaat om de mogelijke nalatigheid/verzuim om te voorzien in 'redelijke aanpassingen ten behoeve van religieuze overtuigingen'. Maar zo zou ik het toch vertalen.
Zoek verder onder 'redelijke aanpassingen voor religieuze overtuigingen'.

Linguee heeft ook aardig wat voorbeelden:
http://www.linguee.com/english-dutch/translation/"provide re...

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Note added at 5 hrs (2015-08-28 14:27:03 GMT)
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Het moet wel 'mondvol' zijn.
Selected response from:

Lianne van de Ven
United States
Local time: 06:49
Grading comment
Ik heb uiteindelijk gekozen voor "verzuim" omdat ik het met Erik Boers eens ben dat "nalatigheid" botst met nadere bepalingen.
4 KudoZ points were awarded for this answer



Summary of answers provided
4 +3nalatigheid te voorzien in redelijke aanpassingen
Lianne van de Ven
3herroepen
freekfluweel
3het niet voorzien van aanpassingen
Bea Geenen
Summary of reference entries provided
failure to accommodate
Barend van Zadelhoff

  

Answers


4 mins   confidence: Answerer confidence 3/5Answerer confidence 3/5
failure to accommodate
herroepen


Explanation:
herroepen van het verlof

freekfluweel
Netherlands
Local time: 11:49
Native speaker of: Native in DutchDutch
PRO pts in category: 8
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15 mins   confidence: Answerer confidence 3/5Answerer confidence 3/5
failure to accommodate
het niet voorzien van aanpassingen


Explanation:
In België en Nederland ben je als werkgever niet verplicht om aanpassingen te voorzien voor je werknemers op basis van hun religie, daarom bestaat er geen standaard uitdrukking voor.
Ik zou het gewoon omschrijven zoals hierboven vermeld.
(Bij ons ben je als werkgever alleen wettelijk verplicht aanpassingen te voorzien voor gehandicapte werknemers.)


    Reference: http://www.shrm.org/templatestools/hrqa/pages/religiousholid...
Bea Geenen
Native speaker of: Native in DutchDutch
PRO pts in category: 11
Login to enter a peer comment (or grade)

4 hrs   confidence: Answerer confidence 4/5Answerer confidence 4/5 peer agreement (net): +3
failure to accommodate
nalatigheid te voorzien in redelijke aanpassingen


Explanation:
Een goede vertaling voor 'failure to' is 'nalatigheid' (of verzuim) omdat het om een juridische begrip gaat. In dit geval wordt het een mond vol, omdat het gaat om de mogelijke nalatigheid/verzuim om te voorzien in 'redelijke aanpassingen ten behoeve van religieuze overtuigingen'. Maar zo zou ik het toch vertalen.
Zoek verder onder 'redelijke aanpassingen voor religieuze overtuigingen'.

Linguee heeft ook aardig wat voorbeelden:
http://www.linguee.com/english-dutch/translation/"provide re...

--------------------------------------------------
Note added at 5 hrs (2015-08-28 14:27:03 GMT)
--------------------------------------------------

Het moet wel 'mondvol' zijn.

Lianne van de Ven
United States
Local time: 06:49
Native speaker of: Native in DutchDutch
PRO pts in category: 24
Grading comment
Ik heb uiteindelijk gekozen voor "verzuim" omdat ik het met Erik Boers eens ben dat "nalatigheid" botst met nadere bepalingen.

Peer comments on this answer (and responses from the answerer)
agree  Kitty Brussaard
1 hr
  -> Dank je.

agree  Barend van Zadelhoff: Sounds 'reasonable'. :-) See below. // Linguee is reasonably unreliable for that matter. :-)
7 hrs
  -> Dank je.

agree  Erik Boers: Ik zou "verzuim om te voorzien" kiezen. Bij "nalatigheid" hoort naar mijn gevoel geen verdere bepaling.
1 day 10 hrs
  -> Bedankt.
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Reference comments


3 hrs peer agreement (net): +1
Reference: failure to accommodate

Reference information:
In March, the EEOC settled a lawsuit with an assisted living company over the company’s failure to let an employee take Sunday off. This case revolved around an employee who worked as a dietary services manager in one of the company’s healthcare centers. During most of her time at the healthcare center, she was rarely required to work on Sundays because of her religious observances. Then the company hired a new administrator who refused to allow the employee to take off Sundays, telling her "that God would excuse her from working on Sundays" because she worked in the healthcare field and, in no uncertain terms, told her that if she didn’t work on Sundays, "there’s the door."

:-)

Not surprisingly, the EEOC concluded that the company’s actions constituted a violation of Title VII and reached a settlement with the company that required the company to pay $42,500 and furnish other relief, including requiring the company to amend its anti-discrimination policy, conduct annual training on religious discrimination, and post an anti-discrimination policy for 5 years.

Another case:

....
When the employee chose to go to the conference without the company's permission, the company terminated her employment. The EEOC brought suit for failure to accommodate, and ultimately settled this lawsuit, recovering $95,000 for the employee and requiring the company to modify its leave policies, provide training to management on religious discrimination, submit reports to the EEOC during a two-year period, and post a notice reinforcing the company’s policies on Title VII.


Requirements:

First, employers should make sure their managers are aware that when an employee says he or she cannot perform the job or needs an exception from a company policy and the employee links that request to his or her religious beliefs, managers should seek guidance from Human Resources. An employee or job applicant seeking an accommodation must provide the employer with express notice of the conflict between the employment requirement and his or her religious beliefs, but employers must ensure that this notice is recognized, and referred to the proper department.

Second, employers who receive a request for accommodation should engage in an interactive process to determine whether the employee’s requested accommodation is reasonable or constitutes undue hardship, and whether other reasonable accommodations exist. The employer should not deny an employee’s request for an accommodation without suggesting alternatives to the employee or applicant (unless there is no alternative the employer could provide that would not result in an undue hardship).

Third, given that reasonable accommodation issues often arise in situations where an employee is required to work during a religious holiday (or when the employee wants to attend a religious conference, as was the case above), the EEOC recommends that employers implement policies that allow voluntary substitutes or shift swaps, flexible scheduling, changes in job assignments, or lateral transfers.

In all cases, employers must carefully strike a balance between accommodating employees’ religious beliefs and enforcing other workplace goals and policies.


http://www.troutmansanders.com/have-you-been-accommodating-l...

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Note added at 11 hrs (2015-08-28 20:40:15 GMT)
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A reasonable accommodation is an adjustment made in a system to accommodate or make fair the same system for an individual based on a proven need. Accommodations can be religious, academic, or employment related and are often mandated by law. Each country has its own system of reasonable accommodations. The United Nations use this term in the Convention on the Rights of Persons with Disabilities, even whose refusal is defined to be discrimination. In that convention a reasonable accommodation is defined as:


“Reasonable accommodation” means necessary and appropriate modification and adjustments not imposing a disproportionate or undue burden, where needed in a particular case, to ensure to persons with disabilities the enjoyment or exercise on an equal basis with others of all human rights and fundamental freedoms;


https://en.wikipedia.org/wiki/Reasonable_accommodation

reasonable accomodation
redelijke aanpassingen
Betrouwbaarheid 3 (Betrouwbaar)
Termreferentie - Verdrag inzake de rechten van personen met een handicap, art. 2, https://zoek.officielebekend... (20.07.2011);
- Resolutie van de Raad van de Europese Unie en de vertegenwoordigers van de regeringen der lidstaten, in het kader van de Raad bijeen, over een nieuw Europees kader ten behoeve van personen met een handicap, punt 30.a, 42010X1120(02)/NL

http://iate.europa.eu/FindTermsByLilId.do?lilId=896914&langI...

Pasen, Hemelvaartsdag en Allerheiligen verdwijnen als wettelijk betaalde feestdag. In de plaats komen andere dagen die aangepast zijn aan de multiculturele samenleving. Dat staat in de aanbevelingen van het pas gepubliceerde eindrapport van de Interculturele Dialoog, dat dinsdag werd aangeboden aan minister van Gelijke Kansen Joëlle Milquet (cdH).

* Momenteel verplicht de wet iedereen tot redelijke aanpassingen voor gehandicapten. Zo moet de NMBS haar perrons toegankelijk maken voor blinden en rolstoelgebruikers. Maar die verplichting tot redelijke aanpassingen moet ook kunnen voor culturele en religieuze minderheden. Zo valt niet in te zien waarom werkgevers moslims niet zouden toelaten om hun gebeden te zeggen, als dit mogelijk is binnen het werkschema. Vrouwen, die door vrouwelijke artsen willen behandeld worden, moeten dat ook kunnen laten doen. De klinieken moeten daarvoor zorgen, behalve bij spoedopnames.

http://dutch.faithfreedom.org/forum/viewtopic.php?t=23158

Barend van Zadelhoff
Netherlands
Native speaker of: Native in DutchDutch
PRO pts in category: 34

Peer comments on this reference comment (and responses from the reference poster)
agree  Kitty Brussaard: Useful background information / I hadn't noticed this, but you're absolutely right that the field hasn't been specified very accurately.
1 hr
  -> The subject "General / Conversation / Greetings / Letters" kind of implied "do what and come up with what you like" but basically this concerns Employment Law, I know. :-)
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