Religious Discrimination In The United States
Religious discrimination is more predominate now than it was in the past because of new cultures and religions immigrating to the United States. Religious discrimination is classified as people being treated unfavorably because of his or her religious beliefs. Religious discrimination is both unethical and against the law. The discrimination act title VII of the civil rights act 1964 was introduced in the work place to protect individuals from religious discrimination that work for or apply for a position in a company. Employees who hire personnel who practice certain religions, have to reasonably accommodate those with specific religions without suffering undue hardship that may impact the business of the company some examples that are
needed to accommodate are schedule changes, changing people around to cover the shifts, and transfer to different departments, or other work places. If those who have religion practices that require time off from work are discriminated against, they do have the right to file a lawsuit through the EEOC as a discrimination against religion lawsuit, which can include the fact that those who practice certain religions can express their religion while on the job freely, as long as it does not impose on others who work in the same company. This law also forbids employers from firing, low pay, different assignments, loss of promotion, layoffs, not allowing training, loss of benefits or other conditions due to religious beliefs practiced. (EEOC). The law also forbids segregating employees, using offensive remarks, as it is illegal and causes those who have specific religious beliefs to be in hostile work environment or become offended due to being harassed about their religious beliefs.
Due to the new law that took effect in 1964 there were two companies that were sued over religious discrimination, one law suit was over a complaint from a Jewish applicant who at the interview stated that he could not work during the Jewish Sabbath, this case was taken all the way to the U.S. District Court in Missouri, and won by the Jewish defendant and EEOC the case was eventually settled for $15,000, and the company was also obligated to have the recruiters trained about religious discrimination in the work place for two years. The second law suit, involved a prospective client denied employment due to his religion affiliation with a certain church, and if he would be willing to attend bible study at work. The applicant gave negative answers to the interviewer so was denied the position even though qualified for it, and sued the company over religious beliefs and won.
These laws and amendments put in place are to protect citizens who are either Americans or foreigners who have different religious beliefs, and practice them daily or on specific holiday times. Employers need to know and post the specific laws and regulations for all employees to read and understand the implications that may occur if the law is not followed. If there is discrimination or harassment against those who practice different religious beliefs, repercussions against the employer in question will be determined by the Federal Government and EEOC.
needed to accommodate are schedule changes, changing people around to cover the shifts, and transfer to different departments, or other work places. If those who have religion practices that require time off from work are discriminated against, they do have the right to file a lawsuit through the EEOC as a discrimination against religion lawsuit, which can include the fact that those who practice certain religions can express their religion while on the job freely, as long as it does not impose on others who work in the same company. This law also forbids employers from firing, low pay, different assignments, loss of promotion, layoffs, not allowing training, loss of benefits or other conditions due to religious beliefs practiced. (EEOC). The law also forbids segregating employees, using offensive remarks, as it is illegal and causes those who have specific religious beliefs to be in hostile work environment or become offended due to being harassed about their religious beliefs.
Due to the new law that took effect in 1964 there were two companies that were sued over religious discrimination, one law suit was over a complaint from a Jewish applicant who at the interview stated that he could not work during the Jewish Sabbath, this case was taken all the way to the U.S. District Court in Missouri, and won by the Jewish defendant and EEOC the case was eventually settled for $15,000, and the company was also obligated to have the recruiters trained about religious discrimination in the work place for two years. The second law suit, involved a prospective client denied employment due to his religion affiliation with a certain church, and if he would be willing to attend bible study at work. The applicant gave negative answers to the interviewer so was denied the position even though qualified for it, and sued the company over religious beliefs and won.
These laws and amendments put in place are to protect citizens who are either Americans or foreigners who have different religious beliefs, and practice them daily or on specific holiday times. Employers need to know and post the specific laws and regulations for all employees to read and understand the implications that may occur if the law is not followed. If there is discrimination or harassment against those who practice different religious beliefs, repercussions against the employer in question will be determined by the Federal Government and EEOC.