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)
- Good faith wins court cases! Don't use investigation to trap employee
- When employee files harassment complaint, document efforts to help her deal with aftermath
- OK to place limits on meal break activities
- Calling in 'sick' won't trigger FMLA; employee must give details
- Individuals cannot be held liable for retaliation claims