Some states may also provide additional protections for workers against religious discrimination, and may provide additional requirements beyond those required under federal law for accommodating the religious practices of employees.
Employers must reasonably accommodate employees' sincerely held religious beliefs or practices unless doing so would impose an undue hardship on the employer.
A reasonable religious accommodation is any adjustment to the work environment that will allow the employee to practice his religion.
Religious discrimination by employers is expressly prohibited by Title VII of the Civil Rights Act of 1964 and by most state constitutions.
Although employers do not have to satisfy an employee's every desire in accommodating his religious beliefs, they are required to make "reasonable accommodations." The most common accommodation is granting an employee time off to observe a religious holiday.
Examples of such arrangements that have been found reasonable include: In order to legally refuse an employee's request, an employer must show that he could not reasonably accommodate the employee without undue hardship.
Proving undue hardship requires an employer to show that approval of the employee's request will result in more than a minimal cost to the employer.
This depends on the following factors' effect on the employer: If you legitimately believe that you are entitled to receive time off in order to celebrate a religious holiday and your employer has refused to grant your request, then you should consult an attorney.
An attorney experienced in employment discrimination law will be able to determine whether you have a case for religious discrimination and will advise you of the course of action you should pursue.
For example, an employer may not refuse to hire individuals of a certain religion, may not impose stricter promotion requirements for persons of a certain religion, and may not impose more or different work requirements on an employee because of that employee's religious beliefs or practices.
Employees cannot be forced to participate -- or not participate -- in a religious activity as a condition of employment.
Can I be denied employment by a religious organization on religious grounds? Can I dress according to my religious customs or beliefs on the job? Can my employer restrict my religious practices during free time at work (during my breaks or lunch hour)? Put simply, this means that employers cannot treat employees more or less favorably due to their religion, and employees cannot be required to participate in, or refrain from participating in, a religious activity as a condition of employment.