Title VII prevents acts of religious discrimination in the workplace. That means accommodating different religious beliefs, including those not tied to traditional religions. Religious discrimination lawsuits usually arise from conflicts over work schedules, dress codes for safety that bump up against religious practices, and First Amendment complaints about freedom of religious speech and activity in the workplace.1. What should an employer do when an employee refuses to work a company-mandated Saturday shift because of his/her religion and requests religious accommodation instead?
The big question in a religious accommodation case: How much is enough? Clearly an employer does not have to disrupt work schedules, spend money for overtime, or create morale problems for other employees to satisfy the religious beliefs of an individual. That doesn't mean you can take employee requests for religious accommodat...(register to read more)
- Remind employees often and clearly about handbook
- Harassment among the orchids yields settlement in Oxnard
- Can we privately settle a race bias case that may be heading for the EEOC?
- $1,000 fine a day should keep the harassment away
- In case of he-said/she-said harassment, can we make employees hand over text messages?