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Religious Discrimination
Regardless of your religious beliefs, you should be treated with dignity and respect in the workplace. Under Title VII of the Civil Rights Act of 1964, employers are prohibited from discriminating against you because of your religious beliefs. This is because religion is a protected category of rights along with race, national origin, color, sex and disability. But, it is important to note Title VII only applies to employers with more than fifteen employees, so you are not covered by this legislation if you work for an employer with less than fifteen employees.
Reasonable Accommodations
Employees are allowed to ask their employers to make reasonable accommodations on account of their religious beliefs. For example, if an employee needs to take a break from work multiple times throughout the day to pray, this should be accommodated. The employee should also be given a private prayer space if he requests one.
The only time employers do not have to follow through with requested accommodations is when they can prove the request is unreasonable. This may be proven by showing it’s financially impossible to accommodate the employee or the accommodation puts an unreasonable burden on the business. Under these circumstances, employers do not have to accommodate your requests.
Harassment
Harassment is another form of discrimination you may experience in the workplace. Co-workers, supervisors, and even clients of your employer are prohibited from harassing you because of your religious beliefs. Harassing behaviors include making offensive jokes or gestures, mocking you, or physically threatening your safety because of your religion.
Religious Dress
Employees can also experience discrimination when they are told they cannot wear their traditional religious dress. Employers have to accommodate your religious dress, for example, headscarves or facial hair, unless they can prove it puts an undue hardship on their business. People of all faiths must be allowed to wear their religious dress, not just those who practice well-known religions.
Employment Policies and Practices
Employees should never be forced to participate in an employee practice or follow an employee policy if doing so goes against their religion. Forcing an employee to go against what they believe in would be a violation of the First Amendment and Title VII of the Civil Rights Act of 1964.
Have you been discriminated at work against because of your religious beliefs? Contact the employment law attorneys at Shegerian Conniff today to discuss your legal options and defend your rights.
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