There are many factors that employers consider when hiring a new employee, including experience, skill set, and qualifications. However, one factor that should never be part of the consideration is religious affiliation. In the United States, it is illegal for an employer to discriminate based on religion.
Religious discrimination in the workplace can manifest in various forms. It could be something as subtle as mocking an employee’s beliefs or being dismissive of religious holidays. In extreme cases, an employer may not hire someone because of their religion, which is illegal. Employers must be aware of any legal requirements surrounding religious practices and beliefs in order to ensure they are providing a safe and comfortable work environment for all employees.
In most cases, there is nothing stopping an employee from wearing religious clothing at work. For example, if a Jewish man wants to wear a yarmulke while working, he has the right to do so without fear of repercussions or discrimination. It is important to note that an employer can bar an employee from wearing religious clothing if it creates an undue hardship at work. Employers should also ensure that other employees respect this decision and understand that religious clothing should not disrupt anyone’s ability to work productively and efficiently.
What Accommodations Can Employers Provide?
Employers must provide reasonable accommodations for their employees. This includes allowing them time off for observing holy days or providing flexible scheduling options so they can attend services on days of worship. It is also important for employers to create policies around dress codes that take into account different religious expressions, such as head coverings or long robes, that might otherwise violate traditional office attire guidelines.
Examples of Religious Discrimination in the Workplace
Common examples of religious discrimination include:
- Refusing to hire or promote an individual because of their religious beliefs is illegal in the workplace. It is unlawful for employers to make promotion decisions based on an employee’s religion.
- Firing employees because of their religious beliefs or practices is also against the law. Employers cannot terminate someone simply because they practice a certain religion or follow certain religious teachings.
- Employers cannot require workers to comply with religious dress codes in order to keep their job. For example, if an employee wishes to wear a head covering for religious reasons, an employer must make reasonable accommodations as long as it does not cause undue hardship on the business.
- Harassing workers because of their religion is also a form of discrimination in the workplace. This includes comments or conduct related to religion that are off-putting, unwelcome, frequent, or severe enough that they create a hostile work environment.
- Paying employees differently based on their religion is also prohibited. An employer may not provide benefits or wages that are unfairly lower than those given to other employees because of a difference in faith or beliefs.
Chester County Employment Lawyers at Sidney L. Gold & Associates, P.C. Can Help Protect Your Rights at Work
If you have been discriminated against at work because of your religion, you have rights worth protecting. To help you protect those rights, speak with one of our Chester County employment lawyers at Sidney L. Gold & Associates, P.C. today. Contact us at 215-569-1999 or complete our online form to schedule a free consultation. Located in Philadelphia and Pennsauken, New Jersey, we proudly serve clients in South Jersey and Southeastern Pennsylvania, including Wilkes-Barre, Scranton, Northeast Philadelphia, Bucks County, Chester County, Delaware County, Lehigh County, and Montgomery County.