The EEOC recently released guidance to help employers avoid religious discrimination charges. Distilled from the law, regulations and court decisions, the guidance offers both a list of frequently asked questions about religious discrimination and accommodation and a list of best practices.
The EEOC guidance defines what religion is under Title VII. The definition is pretty broad, including everything from mainstream religions down to small sects.
In fact, the EEOC specifically states that the size of the group the person belongs to is irrelevant to their rights to be free of discrimination and harassment in the workplace. The same is true of workers who do not adhere to any religion.
The guidance does draw the line between religious beliefs that are “sincerely held” (typically concerning “ultimate ideas” about “life, purpose, and death”) and social, political or economic philosophies. Title VII does not protect...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- EEOC netted $525 million for bias victims in FY2015
- Overcoming adult attention deficit disorder in the workplace
- Aim high! You can strive for a more diverse workplace without breaking the law
- Title VII: Employees who sue for bias have easier path to victory.