Ohio mirrors America’s growing diversity in many ways. Today, mosques occupy old churches; co-workers wear burqas and yarmulkes; and some employees request “prayer breaks.”
Religious diversity is a reason for celebration, but it also presents challenges in the workplace. The number of religious-discrimination claims filed with the U.S. Equal Employment Opportunity Commission (EEOC) has more than doubled in the past year.
Furthermore, the courts have not offered clear guidance to employers when dealing with religious issues. And Congress will likely be considering legislation again this year that would require employers to make ADA-style reasonable accommodations for employees’ religious practices.
5 steps to compliance
Most employers understand the basics: Federal law (Title VII of the Civil Rights Act) says that it’s illegal to discriminate based on a person’s religion in hiring, firing, promotion, pay, benefits...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- New economic stimulus law will find HR working closely with accounting
- HR Specialist releases agenda for Nov. 4-6 conference in D.C.
- Are you 'overcomplying'? 7 laws you might be able to ignore
- Beyond withholding: Payroll's many compliance duties