North Carolina 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.
Since 9/11, religious discrimination claims have consistently accounted for more than 4% of discrimination claims received by the EEOC. That’s almost double the figures of a decade ago. Last year, more than 2,500 employees filed formal claims with the EEOC, complaining that they were discriminated against at work because of their religion.
Furthermore, the courts have not offered clear guidance to employers for dealing with religious issues.
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, fi...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Rules aren't made to be broken! Insubordination is grounds for demotion
- DOL releases new sex bias guidance for contractors
- 'Same-actor' defense won't always work; establish unbiased reasons for firings
- Using Independent Contractors? Here's how to make the call