Religious Discrimination in the Workplace
Religious discrimination in the workplace involves treating a job applicant or employee unfairly because of their religious beliefs. This type of discrimination is also prohibited against employees who are married to someone of a particular religion.
One example of this is segregating the employee and keeping them away from customers because of a preference by a customer.
The law also prohibits employers from forcing an employee to participate in a particular religious activity as a term of their employment.
Some examples of religious discrimination in the workplace include:
- You were considered for hire until you were seen wearing a certain type of religious clothing
- You are made fun of or mocked because of your beliefs
- You were penalized or fired because you called off work for a religious holiday
- An employer refused to hire you because you are an atheist
- You had to remove your headscarf even though other employees are permitted to wear other types of hats
- You believe that you are treated differently or your employer is trying to find a reason to fire you because of your beliefs.
Some other examples of discrimination include:
- Gender Discrimination
- Pregnancy Discrimination
- Race Discrimination
- Age Discrimination
- Sexual Orientation Discrimination
- National Origin Discrimination
- Disability Discrimination
- LGBTQ Discrimination
- Age Discrimination
Religious Accommodation
An employer must accommodate an employee’s religious practice and belief unless it will cause a burden on the business operation.
As long as there is no undue hardship, these types of accommodations include:
Letting an employee wear a beard guard instead of shaving his beard if not allowing beards as part of company policy
Giving breaks for prayer time
Switch certain job tasks that could conflict with a religious belief
The law also provides protection against retaliation against an employee if:
They file a discrimination charge
They testify in a discrimination case
They participate in an investigation, litigation, or proceeding under Title VII
The Texas Labor Code adds protection mandating that retail employers must allow an employee to request one day a week for worship service if they so desire.
What To Do If You Have Experienced Discrimination
If you have experienced any type of religious discrimination at work, be sure that you carefully follow the company’s policy when it comes to submitting internal complaints and then, file a discrimination charge with the EEOC. You can find other helpful information on the EEOC website that explains how to file a complaint. You won’t be able to file a complaint online. Instead, you will need to file by mail, by telephone, or in-person. Be sure that you file within 180 to 300 days of the said discriminatory act. If you aren’t sure if you should file a complaint with the EEOC, you should talk to a religious discrimination lawyer right away.
Our experienced employment lawyers can help you to make that decision. It’s important to get the right advice as soon as possible as time is of the essence in this type of case.
The Best Religious Discrimination Lawyer Dallas, TX Has To Offer
Scott Law Firm PLLC is dedicated to the protection and advancement of religious rights in the workplace. Matt Scott is experienced and committed to fighting for employees who have been wrongfully discriminated against by employers because of their personal choices or religious beliefs. Matt has the experience to craft a strategy that will get the best results for his clients because of his commitment to fairness in the workplace.
He will negotiate with employers and file complaints to the required government agencies or courts, working adamantly for any individual who has had to endure discrimination in the workplace.
Be sure that you click here to contact Matt today by clicking the link below if you feel that you have been discriminated against because of your religious beliefs or for any other reason.
One of the founding principles of the United States is freedom of religion. This right is protected by the Constitution in Amendment I of the Bill of Rights.