Both federal and state law prohibits
workplace religious
discrimination, and requires employers to reasonably
accommodate the religious practices of employees and
prospective employees.
Examples of accommodating an employee's
religious beliefs:
 |
Flexible scheduling, |
|
voluntary substitutions or
swaps, |
|
job reassignments, |
|
lateral transfers |
Title VII of the Civil Rights Act
of 1964 prohibits employers from discriminating
against individuals because of their religion.
Employee's rights
|
Employers cannot
schedule examinations or other selection activities
in conflict with a current or prospective employee's
religious needs |
|
Employers cannot inquire about
an applicant's future availability at certain
times |
|
Employers cannot maintain a
restrictive dress code |
|
Employers cannot refuse to
allow observance of a Sabbath or any religious
holiday, unless it causes undue hardship on the
employer |
|
The employee whose religious
practice prohibits payment of union dues to a
labor organization cannot be required to pay the
dues, but may pay an equal sum to a charitable
organization. |
An employer can claim undue hardship
when accommodating the employee's religious practices,
if allowing such practices requires more than ordinary
administrative costs. Employers may not be required
to give time off to employees who work in key health
or other occupations, or to those whose presence is
critical to the company on any given day. Employers
are also not required to take steps inconsistent with
a valid seniority system to accommodate the employee's
religious practices.
