No, Lucille’s request to be excused from the sexual orientation discrimination portion of the training is not reasonable. Here’s why:

• EEO Compliance Training: The Equal Employment Opportunity (EEO) laws in the US prohibit discrimination based on sexual orientation. As an employer, XYZ has a legal obligation to train employees on these laws to ensure a workplace free from discrimination. This training is not promoting acceptance of any sexual orientation; it’s informing employees of their legal rights and obligations.
• Focus on Behavior, Not Belief: The training likely focuses on appropriate workplace behavior, not personal beliefs. It should teach employees to treat colleagues with respect and avoid discriminatory actions regardless of sexual orientation.
• Reasonable Accommodation: While employers may need to accommodate religious beliefs in some situations, the accommodation cannot create undue hardship for the employer. In this case, excusing Lucille from the training could be seen as disrupting the training schedule or potentially creating a situation where she is unaware of her legal obligations as an employee.

Here’s a possible approach for XYZ:

• Explain the Training Purpose: XYZ can explain to Lucille that the training focuses on preventing discrimination and ensuring a respectful work environment for all employees, regardless of sexual orientation. This aligns with XYZ’s anti-discrimination policy.
• Offer Alternative Training Format: If Lucille has specific concerns about the training content, XYZ could offer her an alternative format, such as a written summary or online module, as long as it effectively conveys the essential information about EEO compliance and the company’s anti-discrimination policy.

In conclusion, while Lucille has the right to her religious beliefs, XYZ has a legal obligation to train employees on EEO compliance and maintain a discrimination-free workplace. Finding a way to address Lucille’s concerns without compromising the training’s effectiveness is the ideal solution.