As an employee, you have the right hold whatever your religious belief in the workplace. If your employer has violated this right, you might have a lawsuit on your hands. Our legal team at Riggan Law Firm, LLC can provide experienced legal counsel throughout your case, from negotiations to trial, depending on your situation.
Examples of Prohibited Discriminatory Behavior
Religious discrimination is the unfavorable treatment of applicants or employees because of their religious beliefs. Note that "religious beliefs" can include a variety of traditions which are both theistic and non-theistic beliefs, such as non-theistic moral or ethical beliefs about right and wrong that are sincerely held with the strength of traditional religious views.
Employers may not make adverse personnel decisions affecting any of your terms or conditions of employment based on your religion, particularly decisions related to hiring, compensation/benefits, termination, promotion, and trainings.
Additional examples of prohibited behavior from an employer could be:
- scheduling examinations or other selection activities in conflict with your religious needs;
- maintaining a restrictive dress code infringing on your religious protocol;
- refusing to allow observance of a Sabbath or religious holiday (unless the employer can show that not doing so would cause an "undue hardship");
- imposing more or different work requirements because of your religious beliefs or practices;
- excluding an applicant from consideration for hire simply because they have a name associated with a particular religion;
- forcing you to participate -- or not participate -- in a different religious activity as a condition of employment.
Your Rights in the Workplace
Employees are permitted to engage in religious expression in the workplace unless the religious expression would impose an undue hardship on the employer. An employer may not place more restrictions on religious expression than on other forms of expression that have a comparable effect on workplace efficiency.
An employer is also required to provide reasonable accommodation for employees’ religious beliefs and practices. Examples of reasonable accommodation might include:
- time off of work;
- changes in the work schedule for attendance at religious ceremonies; or
- tolerance of religious-based appearance or dress, even if it might violate a work rule or policy.
However, note that an employer is excused from the obligation to provide a reasonable accommodation if they can show it will cause undue hardship to the operation of its business.
Seek Legal Representation in Your St. Louis Case
If your employer’s adverse conduct based on your religion creates a hostile work environment or results in your personal decision to terminate your employment contract or choose a demotion of position, you have the right to take legal action. Finding an experienced employment attorney to represent your case can help you effectively and efficiently fight for your right to religion in the workplace, a right guaranteed to all under federal and state anti-discrimination laws. Our team at Riggan Law Firm, LLC can assess the facts of your case and help you craft a strong lawsuit against the religious discrimination you’ve unjustly experienced.
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