Illinois 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 a...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- EBSA says employer took liberties with retirement funds
- Employees' temporary disabilities don't trigger ADA protections
- Use 'fresh-start' policy to cut retaliation risk
- Small employers: Always check to see if you're too small to be sued under Title VII