Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating in hiring, firing or other terms of employment against employees and applicants based on many factors, including their religion.
The law says employers must “reasonably accommodate” employees’ “sincerely held” religious practices unless doing so would impose an “undue hardship” on the employer. In most cases, such accommodations involve giving employees time off to attend religious service. The nature and extent of these accommodations has now been honed through 40 years of federal court decisions.
In addition, employers can’t treat followers of one religion differently than other employees. You must allow employees to engage in religious expression, unless doing so would impose an undue hardship on your organization. And you must prevent religious harassment of your workers.
The EEOC recently published guidance to help emp...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Document solid business rationale for all salary increases and cuts
- Beware ADA lawsuit when firing worker who had previous workers' comp claim
- Don't let religion be an excuse for missing work when it's not the real reason
- Shoddy work may cost unemployment benefits