Religion in the American workplace is among the most contentious and difficult areas for employees and
employers to navigate. In our increasingly diverse and religiously pluralistic society, conflict is bound to
occur, and if Equal Employment Opportunity Commission (EEOC) statistics are correct, it is occurring at an
ever quickening pace. EEOC religion-based charges of discrimination have increased approximately 41%
since 1997, and payouts have increased approximately 174%.
The risks of getting it wrong - and, we believe, the rewards of getting it right - are powerful motivators to businesses to pay careful attention to this issue.
OVERVIEW OF THE LAW Title VII of the Civil Rights Act of l964 ("Title VII") prohibits employers, except religious organizations 3 4 5, from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. Title VII 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. This means that:
Employers may not treat employees more or less favorably because of their religion.
Employees cannot be required to participate “or to refrain from participating “in a religious activity as a condition of employment.
Employers must reasonably accommodate employees' sincerely held religious practices unless doing so would impose an undue hardship on the employer.
Employers must take steps to prevent religious harassment of their employees.
Employers may not retaliate against employees for asserting rights under Title VII.
The Rest @ Anti-Defamation League
The risks of getting it wrong - and, we believe, the rewards of getting it right - are powerful motivators to businesses to pay careful attention to this issue.
OVERVIEW OF THE LAW Title VII of the Civil Rights Act of l964 ("Title VII") prohibits employers, except religious organizations 3 4 5, from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. Title VII 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. This means that:
Employers may not treat employees more or less favorably because of their religion.
Employees cannot be required to participate “or to refrain from participating “in a religious activity as a condition of employment.
Employers must reasonably accommodate employees' sincerely held religious practices unless doing so would impose an undue hardship on the employer.
Employers must take steps to prevent religious harassment of their employees.
Employers may not retaliate against employees for asserting rights under Title VII.
The Rest @ Anti-Defamation League
No comments:
Post a Comment