Religious Discrimination                                                        

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. The Act also requires employers to reasonably accommodate the religious practices of an employee or prospective employee, unless to do so would create an undue hardship upon the employer. Flexible scheduling, voluntary substitutions or swaps, job reassignments and lateral transfers are examples of accommodating an employee’s religious beliefs.

IMPORTANT FACTS ABOUT RELIGIOUS DISCRIMINATION

• Employers cannot schedule examinations or other selection activities in conflict with a current or prospective employee’s religious need, inquire about an applicant’s future availability at certain times, maintain a restrictive dress code, or refuse to allow observance of a Sabbath or religious holiday, unless the employer can provide that no doing so would cause an undue hardship.

• An employer can claim undue hardship when accommodating an employee’s religious practices if allowing such practices requires more than ordinary administrative costs. Undue hardship also may be shown if changing a bona fide seniority system to accommodate on employee’s religious practices denies another employee the job or shift preference guaranteed by the seniority system.

• An employee whose religious practices prohibit payment of union dues to a labor organization cannot be required to pay the dues, but may pay an equal sum to a charitable organization.

If you believe that you have been the victim of religious discrimination, contact our office, anytime, at 800-437-2571 for a free, no obligation consultation with one of our qualified employment law attorneys to determine if you have a potential discrimination lawsuit or use our convenient "Do I have a case?" submission form.