Title VII of the Civil Rights Act of 1964 bans employers from discriminating against employees or job applicants because of their religious beliefs and practices. According to this act, employers must make reasonable accommodations for the religious beliefs and practices of employees and job applicants throughout the application, hiring and career processes, including schedule, dress code and job reassignment accommodations.
The three newly filed cases involve Feldman Automotive in Detroit, MI, Mims Distributing Company in Raleigh, NC and U.S. Steel Tubular Products in Houston, TX. Feldman Automotive was charged with religious discrimination based on its refusal to hire job applicant Brandan Allan because of his attendance of a non-denominational church. Mims Distributing Company was charged with religious discrimination for its refusal to hire job applicant Christopher Alston because his religious beliefs prevented him from cutting his hair. U.S. Steel and Tubular Products was charged with religious discrimination for refusing to hire job applicant Stephen Fasuyi because his religious beliefs prevented him from cutting his hair. In all of these cases, the EEOC upholds the the individual's religious rights were able to be easily accommodated and should have been accommodated.
These three new cases and the updated document clearly demonstrate the EEOC's commitment to combat workplace religious discrimination. During 2013, the EEOC filed 3,721 separate employee workplace religious discrimination cases and 31,478 employee workplace religious discrimination retaliation cases.
Although the EEOC is actively combating religious discrimination in the workplace, this type of discrimination is a persistent issue across the United States.
If you have been or are being subjected to workplace religious discrimination or harassment, please know that this discrimination is illegal, and it is not something you should tolerate. At Heins & Minko, we are experienced in employee workplace religious discrimination cases. Contact us for a free phone consultation.
See more on Religious Discrimination.
By Anna Witan
Source used: www.eeoc.gov