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Understanding religious accommodations in Ohio workplaces

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in Discrimination and Harassment,Employment Law,Firing,Hiring,HR Management,Human Resources

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 and other work conditions.

The law covers employers of 15 or more people.

To comply with the federal law, follow these guidelines:

1. Beware less-obvious bias. For example, you can’t refuse to assign a certain employee to a favorable shift because you fear his or her religious needs will cause an absence problem.

2. Don’t push any one religion. Employers can’t force employees to participate in a religious activity as a condition of employment. Conversely, they can’t punish employees for participation in a religious activity.

3. Don’t limit religious expression. Permit employees to engage in religious expression unless it would impose an undue hardship on your organization.

4. Accommodate “sincere” beliefs. Employers must accommodate employees’ “sincerely held” religious beliefs or practices unless they create an undue hardship.

Accommodation examples: changing an employee’s schedule to allow him or her to attend a religious service; allowing voluntary schedule-swaps with co-workers; modifying workplace rules, such as dress or grooming requirements.

The EEOC this year sued UPS for refusing to hire a Rastafarian as a driver because of his beard, which he wore for religious reasons.

One point: While the law says you must accommodate “sincerely held” beliefs, the EEOC doesn’t require employees to actually be card-carrying members of a religion to hold sincere beliefs of that religion (and earn protection under the law).

So, don’t try to analyze whether an employee’s belief is sincere or not; when in doubt, accommodate.

5. Prevent harassment. You must take steps to prevent religious harassment of employees and stop it when you become aware it has occurred.

Online resources

For more advice on complying with religious-accommodation law, check out these sites:

  • EEOC: www.eeoc.gov/types/religion.html
  • Justice Department: www.usdoj.gov/crt/religdisc/religdisc.html
  • Employment Law Information Network: www.elinfonet.com/fedindex/18 

Ohio residents: Top 5 religions

Catholic                             19%
Baptist                               14%
Methodist                          10%
Christian (non-specific)   6%
Lutheran                             5%
No Religion                      15%

Source: City University of New York survey 

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{ 1 comment… read it below or add one }

Darrell K. Whitfield February 21, 2012 at 3:44 pm

I filed a complaint at the Ohio Civil Rights Commission today here in the City Hal 801 Plum Street for accomadating people’s schedule for non-religious reasons but denying me the employment because my faith practice requires rest from Friday sundown till Saturday sundown and attendance at a worship service during this time. The person there at the Commission told me that I could only have off for the time of service not rest during the rest of the time as is required by my Yahwist faith. I want to know which laws on the books say this and she gave me 4112-5-05 BFOQ which is for sexual discrimination. Of course she also told me she cannot give legal advice but must remain nuetral. Where do I find in the Ohio code what laws cover scheduling in religious accomadations. The federal code seems very clear to me that unless it is a hardship to the employer or safety risk, and is equal in how you treat all employees that need an accomadation in scheduling then they are not allowed to not hire you based on your religious beliefs. Where do I find this?

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