Religious discrimination is becoming very common in the workplace. Often, people fail to realize what the law says about the issue. That is astounding because our country was founded on the principles of religious freedom. Further, in 1964, the government passed the Civil Rights Act which banned religious discrimination on the job. Title seven of the Civil Rights Act forbids employers from making decisions based on an employee or applicant’s religion. The law covers all government employees and private employers with more than 15 employees.
An employer must accommodate any religious belief that is sincerely held. The only time this is an issue is when the employee wants an exception from the norm. For example, a female employee may wear a head covering at all times because it is religious. On the other hand, a female employee may want to wear a head covering because she does not like the way her hair looks. The first scenario is protected by the Civil Rights Act. If you are a victim, call the Michael O. Shea Law Office, the Religious Discrimination Lawyer in Worcester MA.
An important part of the government law is that employers must accommodate an employee’s beliefs. Accommodations include:
allowing employees time off for religious holidays
giving them a schedule with a day off for the Sabbath other than Sunday
* allowing employees breaks to pray during the day
* giving jobs that do not conflict with religious beliefs
* allowing different dress and hair styles – an example would be a religion that does not allow men to cut their hair
* not making it mandatory to attend events where one God is celebrated
The Religious Discrimination Lawyer in Worcester MA will make sure a client’s rights are protected. Indeed, religious discrimination comes in many different forms. An employer may not promote members of one faith over another. Promotion based on religion is just as discriminatory as refusing to hire based on faith. Further, harassing someone because of their religious beliefs is not permitted. Victims of discrimination should contact the company’s H.R. department. If the company fails to handle the matter, file a discrimination claim with the EEOC. Victims must go through the EEOC before filing a lawsuit.
