Updated: Oct 7
California Protects Employees From Religious Discrimination.
Religious discrimination includes treating an individual (an applicant or employee ) unfavorably. Not only are people belonging to traditional, organized religions such as Buddhism, Christianity, Hinduism, Islam, and Judaism protected by the law, but also those who have genuinely held religious, ethical or moral convictions. Religious discrimination can also include treating someone differently because that individual is married to (or associated with) a person of a specific religion.
Religious Discrimination In The Workplace
The law prohibits any type of workplace discrimination due to religion, including recruiting, wrongful termination, lack of compensation, decreased work assignments, bypassing a promotion, layoffs, lack of training, reduce benefits, and any condition that may affect your employment.
Workplace Harassment Due To Religious Beliefs
Harassing an employee in California because of his or her faith is illegal. Harassment may include, for instance, derogatory comments on the religious views or behaviors of an individual.
While the law does not prohibit simple mockery, offhand statements, or isolated events that are not very serious, workplace harassment is illegal when it is so frequent or extreme that it creates a very hostile and intolerable work environment.
Religious and Segregation Discrimination
Title VII also forbids religion-based workplace or job discrimination (including religious garb and grooming practices), such as assigning an employee due to real or feared customer preference to a non-customer contact role.
Discrimination Against Faith & Fair Accommodations
The law allows an employer or other protected agency to reasonably accommodate an employee's religious beliefs or practices unless doing so will cause the activities of the employer's company to be more than a little burden. This means that it might be appropriate for an employer to make reasonable improvements that will permit the employee to practice their religion.
Flexible scheduling, voluntary shift substitutions or swaps, role reassignments, and adjustments to organizational policies or procedures provide examples of some standard religious accommodations.
Policies for religious accommodation / dress & grooming
Unless it is an unfair inconvenience in the employer's company's operation, an employer must reasonably accommodate an employee's religious beliefs. Consulting with a California employment lawyer is recommended to analyze your particular situation and find out if your rights have been violated.
This refers to scheduling adjustments or leaves for religious observances and activities that an employee has for religious purposes, such as dress or grooming habits. For example, this may include wearing unique head covers or other holy garments (such as a Jewish yarmulke or a Muslim headscarf) or wearing certain hairstyles or facial hair (such as Rastafarian dreadlocks or Sikh uncut hair and beard). It also requires an employee's observance of a religious prohibition against wearing such clothes (such as trousers or miniskirts).
If, for religious purposes, an employee or applicant needs a dress or grooming accommodation, he should inform the employer that, for religious reasons, he needs such accommodation. The employer and the employee may engage in an open process to address the request if the employer reasonably wants more detail. The employer must offer the accommodation if it does not constitute an unnecessary hardship.
Report Religious Discrimination In The Workplace
To report workplace religious discrimination in California, you must gather all evidence and immediately contact a pre-screened employment lawyer. You can submit your case details by clicking here or by calling 24 hours a day the employee right's hotline at 1-661-310-7999