Rights of Employees Against Religious Discrimination  

         In 2008, the EEOC, or the Equal Employment Opportunity Commission, received 3,373 complaints of religious discrimination. According to some experts, this figure is the highest number in the last 10 years.

         Los Angeles is known for its cultural diversity, and as a result different religions are practiced here. However, this same diversity is leading to religious discrimination. In addition, the anti-terrorist campaign targeting Islamic countries has also provided impetus to religious discrimination at the workplace. Ordinary people have become paranoid about people who practice and follow different faith, be it Islam or any other religion.

         While it is okay to be cautious about certain anti-national activities, discrimination based on religion is not the way forward. In fact, Title VII of the Civil Rights Act, 1964, prohibits employers from discriminating employees and potential employees based on religion.

         Any company that has 15 or more employees cannot discriminate on religion when it comes to hiring, promoting, firing, compensating or providing benefits. This is also valid for labor organization and employment agencies.

         The following is considered as religious discrimination at workplace:

  • Not hiring an applicant because he or she practices a particular faith.
  • Having more stringent requirements for promotion of employees who follow a particular religion.
  • No employer can force an employee to take part or not to take part in a religious activity.
  • Giving different work or more work to an employee because of his or her religion.
  • An employer should be willing to accommodate an employee's religious practices unless the practices are posing unnecessary problems to the employer. This means that the employer is not required to make changes to the working environment, working schedule, policies with regard to clothes and grooming, or have voluntary swaps.
  • An employee can have religious beliefs and practices as long as they do not have a negative impact at the workplace.
  • Employers should anti-harassment policies and grievance and reporting systems to ensure religious discrimination does not take place.

 

         If an employee is discriminated based on religion, he or she can report the matter to the EEOC, and also consult an attorney on how protect their rights and what legal course of action they can take against the employer.WelcomeToWelcomeRocketswag

 

 

    
Rights of Employees Against Religious Discrimination
 

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Rights of Employees Against Religious Discrimination )
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