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HR Hot Topics |
Religious Discrimination
Globalization, immigration patterns, a focus on workplace diversity, and a renewed spiritual awakening prompted by the September 11, 2001, terrorist attacks have combined to create a more religiously diverse and devout workforce. As a result, the proverbial wall separating religion from work is crumbling now, and more and more workers are bringing their religion into the workplace. This proliferation of religion in the workplace is creating new challenges for employers. They increasingly are being inundated with requests for religious accommodations and progressively confronted with unexpected and awkward faith-related situations. Related articles on Religious Discrimination Religious accommodation requests and religious discrimination claims are on the rise How is “religion” in the workplace defined?When Title VII of the Civil Rights Act of 1964 (Title VII) was originally passed, it prohibited employment discrimination based on religion, but didn't define the term “religion." Language was added later stipulating that “the term ‘religion’ includes all aspects of religious observance and practice, as well as belief.” The EEOC also has defined religious practices by workers to “include moral or ethical beliefs about what is right and wrong which are sincerely held with the strength of traditional religious views.” Courts across the country have determined that the religious protections offered under Title VII can include beliefs an employer wouldn't necessarily associate with any traditional religion. In determining whether an employee's beliefs or practices qualify as “religious,” courts often will ask a series of questions to separate religious beliefs from an opinion or moral code that doesn't fall under Title VII’s protection. Related articles on Religious Discrimination from the State Employment Law Letters
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