Title VII prohibits employers from discriminating against employees on the basis of their religion. The term "religion" is broadly defined, and an employee does not have to be part of a church or specific organized faith to fall within the definition.
Title VII requires employers to accommodate the religious practices of employees if the accommodation does not pose an undue hardship on the employer. The employer and the employee must engage in an interactive process to determine the reasonableness of accommodating the employee's religious practices. In other words, the employer and employee must talk about whatever business practice needs to be altered to allow the employee to abide by his or her religious beliefs. For example, an accommodation can include, but is not limited to, scheduling changes, leave requests, or dress code alterations.
Title VII also prohibits disparate treatment or harassment because of an individual's religious beliefs. This prohibition extends to all stages of employment, including applications, hiring, compensation, and all other privileges and conditions of employment.
If your employer has failed to accommodate your religious beliefs or if you have been the victim of religious discrimination, contact us today to discuss your case.