Georgia mirrors America’s growing diversity in many ways. Today, mosques occupy old churches; many 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 likely will 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 it’s illegal to discriminate based on a person’s religion in hiring, firing, promotion, pay, benefits...(register to read more)
- Planning a holiday party? Make sure it's off the clock ... and alcohol-free
- Manager 'smirks' about employee's situation? That's not enough to justify a lawsuit
- Don't assume whether or not workers can pass job tests
- Shift swapping reasonably accommodates religious days off
- Use patience when disciplining employee who requested FMLA leave