Religious Discrimination Lawyer
What is Religious Discrimination?
Religious discrimination occurs when an employer treats an employee (or applicant) unfavorably because of his or her religious beliefs. Religious discrimination extends to employers treating an employee unfavorably because his or her spouse is an individual who practices a particular religion.
Religious Discrimination Requirements
EEOC - 15+ employees
CA FEHA - 5+ employees
Standard Time Limit
EEOC - 180 days to file a charge
CA FEHA - 1 to 3 years, depending on different circumstances.
Common Forms of Religious Discrimination
Failure to hire
Failure to promote
Unequal Pay, training, fringe benefits
Unjust suspensions, lay-offs, terminations
Reasonable Accommodations for Religious Purposes
The law requires that an employer reasonably accommodate an employee's religious beliefs or practices unless doing so would create an undue hardship on the business’ operation.
The types of accommodations employees could seek, for example, are flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices. Other accommodations could include uniform requirements and grooming standards.
Once accommodations have been requested, the employer and the employee should engage in a good-faith interactive process to determine what accommodations can be provided. As stated above, an employer must provide for reasonable accommodations unless doing so would create an undue hardship on the business.
What Should You Do If You Have Been Discriminated Against?
If you believe that you have been discriminated against, you should reach out to an experienced Religious Discrimination Employment Law Attorney to discuss your unique situation. As you can tell, every situation is different and no one-sized-fit-all approach will work for every employee.