Call Now (214) 528-6500
Toll Free (800) 313-4020
The Law
Office of Rob Wiley, P.C.
TOXIC
WORKPLACE.com
Discrimination
Age | Disability | Gender | National Origin | Pregnancy | Race | Religion | Sexual Harassment | Sexual Orientation | Retaliation
Fairpay
Overtime
| Benefits
| Minimum
Wage |
Unpaid Wages |
Unpaid
Commissions |
Retaliation
Leave
Medical Leave -
Self |
Medical Leave - Family |
Pregnancy Leave
| Military Leave
| Retaliation
Disclaimer
If you submit your case online, we will review your
submission to evaluate whether representation could be appropriate for
the firm. If we believe representation may be appropriate, we will
contact you to obtain additional information. Submitting your
information online does not create an attorney-client relationship.
If we decide to accept your case, both of us will sign a written
representation agreement setting forth the terms and conditions of the
representation. Please do not submit confidential information
online.
RELIGION DISCRIMINATION
Title VII of the Civil Rights Act of l964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. Title VII covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.
Under Title VII:
- Employers may not treat employees or applicants less - or more - favorably because of their religious beliefs or practices. For example, an employer may not refuse to hire individuals of a certain religion, may not impose stricter promotion requirements for persons of a certain religion, and may not impose more or different work requirements on an employee because of that employee's religious beliefs or practices.
- Employees cannot be forced to participate -- or not participate -- in a religious activity as a condition of employment.
- Employers must reasonably accommodate employees' sincerely held religious beliefs or practices unless doing so would impose an undue hardship on the employer. A reasonable religious accommodation is any adjustment to the work environment that will allow the employee to practice his religion. Flexible scheduling, voluntary substitutions or swaps, job reassignments and lateral transfers and modifying workplace practices, policies and/or procedures are examples of how an employer might accommodate an employee's religious beliefs.
- An employer is not required to accommodate an employee's religious beliefs and practices if doing so would impose an undue hardship on the employers' legitimate business interests. An employer can show undue hardship if accommodating an employee's religious practices requires more than ordinary administrative costs, diminishes efficiency in other jobs, infringes on other employees' job rights or benefits, impairs workplace safety, causes co-workers to carry the accommodated employee's share of potentially hazardous or burdensome work, or if the proposed accommodation conflicts with another law or regulation.
- Employers must permit employees to engage in religious expression if employees are permitted to engage in other personal expression at work, unless the religious expression would impose an undue hardship on the employer. Therefore, an employer may not place more restrictions on religious expression than on other forms of expression that have a comparable effect on workplace efficiency.
- Employers must take steps to prevent religious harassment of their employees. An employer can reduce the chance that employees will engage unlawful religious harassment by implementing an anti-harassment policy and having an effective procedure for reporting, investigating and correcting harassing conduct.
It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on religion or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.
Statistics
In Fiscal Year 2007, EEOC received 2,880 charges of religious discrimination. EEOC resolved 2,525 religious discrimination charges and recovered $6.4 million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation).
Robert J. Wiley is the attorney responsible for this website.
Robert J. Wiley is licensed to practice law in California, Texas, and Washington, D.C.
Robert J. Wiley is a Texas Board of Legal Specialization Board Certified Specialist in Labor and Employment Law.
The firm is headquartered in Dallas, Texas.
The information you obtain at this site is not, nor is it intended to be, legal advice. You should consult an attorney for advice regarding your individual situation. We invite you to contact us and welcome your calls, letters and electronic mail. Contacting us does not create an attorney-client relationship. Please do not send any confidential information to us until such time as an attorney-client relationship has been established.