An employee with religious beliefs is protected from work place discrimination because of Title VII. Title VII is a portion of legislation that was created in the The Civil Rights Act of 1964. Religious discrimination is the unfavorable treatment of an employee or job applicant because of an individual's religious beliefs.
Employers are expected to reasonably accommodate employee's sincerely held religious practices, such as modify the dress code to allow religious garments to be worn or adjusting an employee's work schedule to accommodate religious holidays. These are only forbidden if doing so would create an undue hardship for the employer. Undue hardship for an employer means that the accommodations are costly, present safety issues, decrease efficiency, infringe on the rights of other employees, or require other employees to do more than their share of work.
Did you know you are also protected by the California Workplace Religious Freedom Act of 2012 (“WRFA”) where the amendments prohibit discrimination on the basis of religion and require accommodation of employee's religious practices and observances?
- Specifies that, for purposes of employment discrimination law (including accommodation), “religious belief or observance” includes religious dress and grooming practices.
- Provides that an accommodation for religious practices is not reasonable if it requires segregation of an employee from customers or the general public.
- Clarifies that “undue hardship” for purposes of religious and disability accommodation requires a more stringent showing than the often-used federal de minimis standard.
Proving religious discrimination can be challenging, but with the right legal team, it can be done. Take the first step to protecting yourself and stopping this hurtful and illegal behavior. Take advantage of a free initial consultation to discuss your specific case by calling the toll free number(888) 500-8469 or click here to contact us regarding your religious discrimination case.