Religious Discrimination and Segregation

Title VII also prohibits workplace or job segregation based on religion (including religious garb and grooming practices), such as assigning an employee to a non-customer contact position because of actual or feared customer preference.

Religious Discrimination & Reasonable Accommodation

The law requires an employer or other covered entity to reasonably accommodate an employee’s religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer’s business. This means an employer may be required to make reasonable adjustments to the work environment that will allow an employee to practice his or her religion.

Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices.

Religious Accommodation/Dress & Grooming Policies

Unless it would be an undue hardship on the employer’s operation of its business, an employer must reasonably accommodate an employee’s religious beliefs or practices. This applies not only to schedule changes or leave for religious observances, but also to such things as dress or grooming practices that an employee has for religious reasons. These might include, for example, wearing particular head coverings or other religious dress (such as a Jewish yarmulke or a Muslim headscarf), or wearing certain hairstyles or facial hair (such as Rastafarian dreadlocks or Sikh uncut hair and beard). It also includes an employee’s observance of a religious prohibition against wearing certain garments (such as pants or miniskirts).

When an employee or applicant needs a dress or grooming accommodation for religious reasons, he should notify the employer that he needs such an accommodation for religious reasons. If the employer reasonably needs more information, the employer and the employee should engage in an interactive process to discuss the request. If it would not pose an undue hardship, the employer must grant the accommodation.

Religious Discrimination & Reasonable Accommodation & Undue Hardship

An employer does not have to accommodate an employee’s religious beliefs or practices if doing so would cause undue hardship to the employer. An accommodation may cause undue hardship if it is costly, compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to do more than their share of potentially hazardous or burdensome work.

Religious Discrimination And Employment Policies/Practices

An employee cannot be forced to participate (or not participate) in a religious activity as a condition of employment.

If you were discriminated against, harassed, fired, or your religious beliefs were not accommodated, contact our religion discrimination lawyers at (877) 525-0700. Our law firm has represented many California employees who experienced workplace religious discrimination as follows:

• The employee was forced to work on Their Sabbath
• The Employee Was fired for refusing to work on Their Sabbath
• The employee’s hours as schedule was modified in an adverse fashion, due to Their religious observations
• Terrible jokes were made about The Employee’s religious practice

Do not stand back and allow yourself to be the victim of religious discrimination at work. Employers cannot discriminate against employees on the basis of Their religion or religious practice. Contact our religious discrimination employment law firm at (877) 525-0700 to speak to an employee discrimination lawyer.

• Examples of our Religious Discrimination Cases:
• A Hindu was made fun of because of The God he wordshipped. This South Los Angeles religious discrimination case resulted in a settlement of over $100.000.
• A Studio City television studio employee was told she had to work Sunday or be fired.
• A los Angeles retail employee was fired for not making herself available to work on Sunday.

Call (877) 525-0700 for a Los Angeles Religious Discrimination Lawyer