It is illegal under both Fed. and State Law to discriminate in the "terms or conditions of employment" on the basis of a person's religious beliefs or practices. The phrase "terms or conditions of employment" relates to many aspects of a person's job: interviewing, hiring, your position, pay, title, hours, holiday, reasonable accommodations to observe Sabbath or other religious days, and other terms of work.
According to Fed. Law, companies must make reasonable accommodations of a person's religious convictions or practices in the workplace, unless doing so would create an unwarranted hardship on the employer. Unwarranted trouble is found when the accommodation is economically hard, or when accommodating the religious convictions of one employee are unfair to other staff who do not have the same principles. But the majority of the time accommodations do not create an unjustified trouble. Further, it is inappropriate and many times illegal for your employer to inquire about the specifics of your religious sentiments, your availability for future vacations based on faith, or to want a dress code that violates a person's religious sentiments or practices.
Often religious discrimination is compounded by nationwide origin discrimination and racial discrimination. Many cultures have a state faith or a practice that is not Judeo-Christian based or mirrored in mainstream American culture. It doesn't matter- these faiths are still covered. So whether an individual is Christian, Catholic, Jewish, Muslim, Hindu, Shinto, Jain, Sikh or Bhuddist, they're all covered. Further, religious discrimination can also happen to non-believers.
If you have received victimization based primarily on your religious sentiments, practices, absence of religious beliefs or practices, or your dress (like wearing a yarmulke at work) you could be the victim of religious discrimination. It is not legal for you to be handled differently than other employees who do not share your religion or principles. It is really important to contact a professional discrimination attorney to discuss your situation and the way in which the law could be able to help.
According to Fed. Law, companies must make reasonable accommodations of a person's religious convictions or practices in the workplace, unless doing so would create an unwarranted hardship on the employer. Unwarranted trouble is found when the accommodation is economically hard, or when accommodating the religious convictions of one employee are unfair to other staff who do not have the same principles. But the majority of the time accommodations do not create an unjustified trouble. Further, it is inappropriate and many times illegal for your employer to inquire about the specifics of your religious sentiments, your availability for future vacations based on faith, or to want a dress code that violates a person's religious sentiments or practices.
Often religious discrimination is compounded by nationwide origin discrimination and racial discrimination. Many cultures have a state faith or a practice that is not Judeo-Christian based or mirrored in mainstream American culture. It doesn't matter- these faiths are still covered. So whether an individual is Christian, Catholic, Jewish, Muslim, Hindu, Shinto, Jain, Sikh or Bhuddist, they're all covered. Further, religious discrimination can also happen to non-believers.
If you have received victimization based primarily on your religious sentiments, practices, absence of religious beliefs or practices, or your dress (like wearing a yarmulke at work) you could be the victim of religious discrimination. It is not legal for you to be handled differently than other employees who do not share your religion or principles. It is really important to contact a professional discrimination attorney to discuss your situation and the way in which the law could be able to help.
About the Author:
Shara Kleinerman was discriminated against at work due to her religious convictions and she needed a discrimination lawyers to help her. She found that employment attorneys were those who could get her job back.
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