A company whose business is maintaining and repairing U.S. Navy equipment has agreed to settle with an employee who said his religious convictions prevented him from working on “weapons of war.”
Harry Davis—a Jehovah’s Witness who worked at a Dresser Rand facility near Corning—sued the defense contractor after he was fired for refusing to work on a part destined to be installed on a submarine. To avoid violating his religious principles, he requested a transfer. The company refused, and then fired him.
Davis filed an EEOC lawsuit claiming religious discrimination under Title VII of the Civil Rights Act.
Instead of taking the case to trial, Dresser Rand agreed to pay the worker $110,000 and train its managers concerning employer obligation to accommodate religious beliefs if it cannot show doing so would constitute an undue burden.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- EEOC backs bias suit against Wood County government
- Don't let preconceived notions of disabled employee's capabilities affect reinstatement
- Ensure your harassment policy includes requirement to promptly report violations
- You Needn't Accommodate Some 'Serious' Ailments