When an employer treats an employee unfavorably due to his or her religious beliefs, that employer is partaking in religious discrimination. The law does not only protect individuals who practice or belong to traditional religions, such as Christianity, Judaism, or Buddhism, but also those who do not subscribe to any organized religions. Religion cannot be legally factored into any aspect of employment, including hiring, firing, or promotions.
It is against the law to harass any person for his or her religion. This includes making offensive remarks about a person’s religious beliefs or practices. Simple teasing or offhand comments are not considered harassment. Offensive remarks that are severe and frequent, creating a hostile environment that results in an adverse employment decision, are considered harassment.
The harasser can be anyone within the organization, including the victim’s supervisor, a co-worker, or even a customer.
Employers are required, by law, to reasonably accommodate an employee’s religious beliefs or practices, unless doing so would create a substantial burden on the operation of that business. This applies to any necessary schedule changes for religious observances, and dress or grooming practices, such as head coverings or Rastafarian dreadlocks. If wearing certain garments is prohibited by an employee’s religion, the employer must observe the employee’s right not to wear an item of clothing that may violate his or her religious beliefs.
An employee should notify an employer if he or she needs any accommodations for religious reasons.
Workplace discrimination is against the law and unacceptable. If you believe you have been discriminated against based on your religion, the skilled legal team at White, Nisar & Hilferty, LLP. can provide you with intelligent, client-focused legal counsel. Know your legal options in detail during an initial case evaluation.
Call us today at (800) 496-3076.