The winter holiday season is approaching and with it, perhaps some excessively cheerful holiday glee. That may offend some religious individuals from a wide variety of faiths.
But as long as employers don’t go overboard on the religious aspects of the season and don’t punish those who want to play Scrooge, a little merriment is fine.
Recent case: Robert is Jewish and worked as a probationary accountant for the Department of Defense. His supervisor never met a holiday she didn’t love and regularly asked employees to decorate their cubicles for Thanksgiving, Christmas and Valentine’s Day. At Christmas, she hung ornaments and candy canes in everyone’s cubicles and gave each of her employees a special holiday blanket.
Robert told her that he didn’t celebrate Christmas because he is Jewish. She asked if he missed participating in holiday celebrations and he told her “not really.” That was the end of it until Robert was fired for.
He sued, alleging religious discrimination and retaliation for complaining about holiday decorations.
The court threw out his case. It reasoned that there was no connection between Robert’s objections to decorations and his discharge for poor performance. Nor was the supervisor’s attempt to celebrate holidays (largely in a secular way) a religiously hostile act. (Weitman v. Panetta, No. 1:11CV-1229, ND OH, 2012)
Final note: Of course, requiring employees to participate in overtly religious activities like prayer would be different. But Santa is pretty neutral territory.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Handling an overly affectionate boss until you find another job
- Where legal trouble lurks: Even unwritten rules must be enforced fairly and consistently
- Different starting salaries for same job? Be prepared to explain why
- Denying leave may be legal, but unwise, for small firms