Just because religion was mentioned at work doesn’t mean you will lose a religious harassment lawsuit.
Recent case: Rebecca, who is Jewish, was a nurse. One day, she heard a co-worker say she was going to try to “Jew down” the seller of a camper. Rebecca reported the comment to a supervisor, who admonished staff to mind their language.
Later, the co-worker became Rebecca’s boss. Rebecca began to miss work and several patients complained about her bedside manners. When she hit the maximum disciplinary points under the hospital’s disciplinary policy, she was terminated.
She sued, alleging religious harassment and retaliation. The court tossed out her case, reasoning that a one-time comment wasn’t harassment and that the hospital had a legitimate reason to terminate her. (Shirrell v. St. Francis, No. 14-2594, 8th Cir., 2015)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- When firing follows harassment, watch out! You could be facing a retaliation lawsuit
- Watch out! Simple harassment suits can suddenly become costly emotional distress claims
- Not all harassers need immediate firing
- Good records mean you're always prepared for court