Religious Discrimination

Title VII prevents acts of religious discrimination in the workplace. That means accommodating different religious beliefs, including those not tied to traditional religions. Religious discrimination lawsuits usually arise from conflicts over work schedules, dress codes for safety that bump up against religious practices, and First Amendment complaints about freedom of religious speech and activity in the workplace.

 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

NEWS/ARTICLES

Halloween Celebrations Can Spark Religious Discrimination Claims 

Bias Against Non-Religious Employee Is Reverse Religious Discrimination 

How To Eliminate A Religious Accommodation Without Illegally Discriminating 

Religious Accommodation Dilemmas: Questionable Beliefs Confuse Employers 

Dress Code Policies: Handling Religious Accommodation Requests

 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

FAQs

1. What should an employer do when an employee refuses to work a company-mandated Saturday shift because of his/her religion and requests religious accommodation instead?
2. Is it a violation of employees' First Amendment rights to prevent them from engaging in religious activities at work?
3. Do all religious beliefs — regardless of how unorthodox they are — qualify for Title VII protection?
4. Must an employer alter dress code standards to accommodate an assembly-line employee who requests to wear a dress in accordance with her religious beliefs?

 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

FREE REPORTS

Casual Dress Code Policies 

Preventing Religious Discrimination And Harassment Claims In The Workplace