Some employers ban discussion of religion at work, believing that talking about faith might constitute harassment or coercion of workers who aren’t members of a majority religious group. But such a prohibition can cause more problems than it solves.
In fact, banning all religious talk may violate the right of employees to practice their religion, since some sects actually require adherents to at least acknowledge their beliefs if asked.
Recent case: Eric Weathers was a manager for FedEx until he quit and sued over religious discrimination and accommodation.
Weathers describes himself as a conservative, evangelical Christian and belonged to a Bible-study group made up of Christian FedEx employees.
Weathers was preparing to terminate a female employee when the woman filed an internal religious-discrimination complaint against him. She claimed that Weathers frequently quoted scripture, which made her feel uncomfortable. Among ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Establish clear performance expectations so courts can judge if employee was meeting them
- The WARN Act: Notify staff before large-scale layoffs
- Worried About a New Hire? 7 'Salvage Operation' Tips
- Three cases form basis of EEOC's stance on transgender bias