Duty to Accommodate an Employee's Religion

While employers have a duty to accommodate the religious beliefs of their employees, the employer does have some leeway in how it conducts its business. There is a point where the changes that are required to accommodate an employee become too burdensome on the employer. Most likely, a request by an employee to trade shifts when his or her faith prevents working on Saturdays is likely to be reasonable. However, less reasonable might be a request that an employee have a particular holy month off each year. Whether an employer's policy that limits the conduct of members of a particular faith is unreasonable depends on the circumstances. For example, a restaurant owner may require its cooks to wear hairnets or short hair, even if this creates an inconvenience for members of a faith that does not allow them to cut their hair. A job may also have certain qualifications or requirements that have the effect of limiting participation by a particular religious faith. A radio station that played rock and roll music, for example, would be allowed to fire a disc jockey who refused to play rock and roll because it was against his religion.

Religious Discrimination in the Workplace — Legal Help

Religion is a matter of belief and practice, and religious beliefs will rarely affect the duties of our employment. Yet the faithful also practice their religion, discussing it with others within and without their faith, and conducting themselves according to its principles. Federal and state law requires that employees not be treated unfairly on the basis of religion. If you feel that you may be the victim of religious discrimination in the workplace, contact an employment law attorney to discuss your situation and protect your legal rights.