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Nor can employers require employees of particular faiths (or lack thereof) to undergo stricter security or background procedures, or perform more onerous job tasks, than co-workers.Similarly, an employer cannot discipline or discharge employees because of their religious beliefs, or otherwise discriminate on the basis of religion with regard to other terms, conditions, and privileges of employment (such as wages and benefits).Please contact Walker & Associates Insurance today at (888) 760-7292 for more information about our employment practices liability insurance coverage as well as our other products and services.
The federal Civil Rights Act prohibits an employer from discriminating against employees on the basis of their religion, which conduct may take the form of adverse employment actions, harassment, or the failure to reasonably accommodate an employee’s religious beliefs.Employers commit religious discrimination if they take adverse action against an employee, or potential employee, based on the employee’s religious beliefs, practices, or observances, or lack thereof.For example, an employer cannot refuse to hire an applicant because he does not share the employer’s religious beliefs.To support a religious harassment claim, the adverse treatment must be based upon religion or the refusal to follow a religious practice.
How does an employer balance the competing interests of those who have a right to pray or proselytize about their faith at work and the right of those who are offended by such conduct?
If faith-based dress and grooming don’t interfere with employees’ abilities to do their jobs, it’s best to allow them. In December, when two of the most-celebrated religious holidays occur (Christmas and Hanukkah), there’s no need to skip the festivities for fear of offending non-observing employees.