Are You in the Healthcare Field?

Find Out How We Can Help »
[et_social_follow icon_style="slide" icon_shape="rectangle" icons_location="top" col_number="1" outer_color="dark"]
Millions Recovered For Our Clients No Fees Unless We Win

Dress Codes and Religious Discrimination

January 9th, 2019

Montgomery County employment discrimination lawyers fight against religious discrimination.A newly-elected Minnesota congresswoman made a declaration on social media after being elected regarding her hijab, an article of clothing that represents her religion. There is a rule in the Capitol that forbids headwear on the House floor. Her plight is echoed by thousands of Americans who encounter flack when they wear a hijab on the job.

Traditionally, employers have been allowed to insist on dress codes. They are usually instituted for branding purposes or because the employer insists that employees conform to a certain look. However, when the attire in question has religious significance, employers are learning that they do not have the right to discriminate in hiring these employees.

People Are Allowed to Be Different

Muslims are not the only people unwilling to adapt to company dress codes. There are many religious groups that object to these requirements, which are unrelated to work performance. A Mississippi restaurant had a dress code explicitly requiring that waitstaff wear blue jean pants because the restaurant saw blue jeans as an identifying symbol. The owner turned down an Apostolic Pentecostal Christian waitress’s request to wear a blue skirt instead of blue jeans. That refusal cost the restaurant $25,000 in court.

In a 2015 Supreme Court case, Justice Samuel Alito asked what employers may do confronted by job applicants such as a Sikh man wearing a blue turban, a Hasidic man wearing a hat, a Catholic nun in a habit, or a Muslim woman wearing the traditional scarf. Can you refuse these people based on their appearance, which is a required sign of their faith?

A Conflict of Civil Rights

Such cases require that the law decide which is more important: the business’s right to require compliance with its dress code, which may have perfectly legitimate, nondiscriminatory reasons or the employees’ need to be true to the requirements of their religion. Courts are ruling that freedom of religion, prescribed in the Bill of Rights and codified in civil right law, trumps the need of a restaurant to make employees wear what they deem appropriate.

Corporate dress policy, while legitimate up to a point, cannot trump would-be workers and hired employees from honoring their religious beliefs. The truth is, accommodations to dress code exemptions are not a big deal. Companies who refuse to make simple accommodations suggests stereotyping and discrimination against certain religions.

Montgomery County Employment Discrimination Lawyers at Sidney L. Gold & Associates, P.C. Fight Against Religious Discrimination

There is no excuse for discriminating against workers based on their religion. If you have faced discrimination based on your faith, call the Montgomery County employment discrimination lawyers at Sidney L. Gold & Associates, P.C. We will assist you in defending your rights, no matter what. Call us at 215-569-1999 for a free case evaluation or contact us online. Located in Philadelphia, we serve clients from the surrounding areas, including Bucks CountyChester CountyDelaware County, and Montgomery County.

EMPLOYMENT LAW PRACTICE AREAS
View All Practices
Sidney L. Gold SuperLawyer 16 years
Top Rated Lawyers Legal Leaders
ASLA 2019 badge
ATA Lifetime
BBB Rating
Best Lawyers Award Badge
Best Lawyers Award Badge
Institute Visionary Circle Badge
Best Employment lawyers in Philadelphia
2019 American Trail Lawyers badge
Lead Counsel Rated
life time achievement
million dollar advocates badge
AV Peer Review Rated
Philly Happening
Top one badge
Silver Client Champion Award 2020
super lawyers badge
Bar Register 2021
Bar Register 2021 Seal
Elite Lawyer Badge
NAOATTY 2021 Distinguished Member Badge
MH Preeminent
Sid Gold Judicial Edition 2022
Sid Gold 2022-Bar Register Preeminent Lawyers
Sid Gold Client Champion 2022

As Seen On

avvo lawyers.com Martindale Justia FindLaw
© 2022 Sidney L. Gold and Associates, P.C. All rights reserved. [ Site Map | Privacy Policy ]

Attorney Advertising Materials. Sidney L. Gold is responsible for the content of this website. This website is designed for general information only. The information presented at this site should not be construed to be formal legal advice nor the formation of a lawyer/client relationship.

Website Accessibility: Sidney L. Gold & Associates P.C. is committed to ensuring digital accessibility for people with disabilities. We are continually working to improve the accessibility of all content on our website and applying the relevant accessibility standards.

* The awards and accolades displayed on this website were issued to the attorneys, or the entire law firm by the respective providers of these honors. They are as follows, Avvo Inc., Super Lawyers®, Martindale Hubbell Peer Review Rated, ASLA Top 100 Lawyers, Million Dollar Advocates Forum, Legal Leaders Top Rated Lawyers, Bar Register Preeminent Lawyer, Happening List Winner, BBB Accredited Business, National Association of Distinguished Counsel Top 1 Percent, America's Top 100 Attorneys, The Employee Rights Advocacy Institute for law and policy, Best Lawyers, Lead Counsel Rated, Top Employment Lawyers in Philadelphia, Association of American Trial Lawyers Top 100 and Martindale Hubbell Client Champion Silver. No aspect of these advertisements have been approved by the Supreme Court of New Jersey.