RELIGIOUS DISCRIMINATION

Title VII of the Civil Rights Act of 1964 is the main source of federal law dealing with the issue of religious discrimination. Title VII provides that:

• An employer should not treat any employee less favorably or more favorably due to that employee's religious beliefs.
• An employee should not be forced to take part in religious activities as a condition of employment just as he or she cannot be forced to forgo certain religious activities as a condition of employment.
• An employer faced with a request from an employee to accommodate that employee's religious beliefs must reasonably accommodate the employee's sincerely held religious practices. There are exceptions, such as if request for an accommodation would impose an undue hardship on the employer's legitimate business interests. For example, if an accommodation is more than ordinary administrative costs, in violation of other employees' jobs, or affects workplace safety, the employer may deny the request.

FOR EMPLOYEES: If you are an employee who believes that you may have been the victim of religious discrimination, please call me at 215-545-8917 to discuss your situation.

FOR EMPLOYERS: If you are an employer seeking legal advice in handling a potential claim of religious discrimination, or want to implement policies and practices to comply with Title VII, avoid lawsuits, and mitigate damages in lawsuits, please call me at 215-545-8917 to discuss your situation.

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