Overview: Title VII and various state laws provide individuals with protection from religious discrimination in the workplace. Therefore, an employer is prohibited from treating an applicant or employee unfavorably based on his or her religious beliefs. Generally, employers only need to accommodate the needs of individuals who have sincerely held religious beliefs. An employee cannot be forced to participate or not participate in a religious activity as a condition of employment.
Further, employers should understand that there are exceptions when it comes to religious discrimination. It is generally permissible for employers to give employment preference to members of their own religion. In addition, clergy members performing religious functions generally cannot bring claims under the federal employment discrimination laws such as Title VII, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Equal Pay Act (EPA).
Trends: A recent survey by the Pew Research Center identifies a significant rise religious intolerance, bias and hate crimes against religious individuals. Therefore, there is a greater need to protect religious individuals in the workplace. Thus, employers need to focus on policies and practices that will prohibit discrimination based on religion. Further, employers should be aware that in 2014, the EEOC issued updated guidance for employers regarding providing employees with religious accommodations when it comes to dress codes, grooming and appearance. The guidance covers clothing as well as hairstyles and facial hair. Additionally, the EEOC has identified targeting recruiting and hiring practices that discriminate against ethnic and religious groups as a priority in its Strategic Enforcement Plan.
Author: Beth P. Zoller, JD, Legal Editor
The US Equal Employment Opportunity Commission (EEOC) has announced the release of a one-page fact sheet designed to communicate religious discrimination protections to younger workers. In addition, the EEOC will implement changes in the collection of demographic data from individuals who file charges with the agency.
A federal judge has blocked a controversial Mississippi law that would have allowed individuals and some public officials to deny services to members of the LGBT community. US District Judge Carlton Reeves issued a preliminary injunction blocking the law minutes before it was set to take effect. Meanwhile, the Justice Department is challenging a similar North Carolina law.
This briefing for supervisors examines the law and best practices for supervisors when it comes to managing religious issues in the workplace such as avoiding religious discrimination, harassment and retaliation, reasonable accommodation of religious beliefs and practices and types of religious accommodations.
To help supervisors manage religion in the workplace, XpertHR has added a Religion in the Workplace Supervisor Briefing.
Employers covered by Title VII and seeking to advise employees of their right to seek accommodations based on religion should consider including this model policy statement in their handbook.
In EEOC v. Abercrombie & Fitch Stores, Inc., the US Supreme Court held that an applicant seeking to establish a religious discrimination claim based on a failure to accommodate is not required to show that the potential employer had knowledge of the individual's need for an accommodation.
XpertHR's Financial Services Resource Center for HR helps financial services employers handle their most challenging employment issues by bringing relevant resources together in one place for easy access.
Recent case law developments highlight the importance of preventing discrimination against workers who are Muslim or of Middle Eastern background.
HR guidance on how to create and implement policies and practices that prohibit discrimination based on religion and make sure that religious employees and applicants are treated fairly.