If you are an active participant in a religious church or belief, it can impact the way you choose to live your life. Sometimes employment interferes with an individual’s ability to openly practice their faith. Employers may be required to provide you with religious observance accommodations depending on the circumstances. For more information reach out to an Atlanta religious discrimination attorney to discuss your situation today.

What is the EEOC?

The EEOC (Equal Employment Opportunity Commission) is a United States agency responsible for enforcing federal laws that prohibit workplace discrimination based on a person’s race, color, religion, sexual orientation, pregnancy, age, disability, and more. The EEOC prevents discrimination based on any religious beliefs.

What are Religious Observance Accommodations?

A religious observance accommodation is an adjustment to a working environment that allows an employee to practice their religious beliefs. “Religion” is a fairly broad term when discussing religious observance accommodations. It can encompass organized religions like Islam, Judaism, Christianity, Jainism, and Hinduism. However, it can also apply to religious beliefs that are not associated with a formal church.

Some examples of religious accommodations that are commonly requested in the workplace include the following.

• An adjustment of the company’s dress code to allow a Muslim woman to wear a hijab or a Jewish man to wear a yarmulke, for example.
• Allowing employees to change their schedule so they can attend a church service.
• Offering Muslim employees additional breaks and a private area to pray during their shifts.
• Changing the grooming requirements in the workplace to allow men who practice Sikhism to maintain their facial hair.

Any of the above would be considered religious accommodations that can be requested in the workplace. Sometimes a company’s inherent policies overlook certain aspects of an individual’s beliefs or identity, so changes can be made to rectify any issues.

Is My Employer Responsible for Providing Religious Observance Accommodations?

Yes, employers are required to accommodate employees’ and applicants’ religious beliefs. Under Title VII of the Civil Rights Act of 1964, it is illegal to discriminate against an individual due to their religion in the workplace. This law also provides employees with the right to request reasonable accommodations. Unless the accommodation would place an undue hardship on the company or employer, it must be acknowledged and enacted.

An accommodation would only be deemed unreasonable if it placed a serious burden on the company. If the employee’s requirement would result in extreme understaffing, jeopardize security, or cost the employer a significant amount of money, they may be able to reject the accommodation. However, employers should attempt to come up with alternative solutions if they cannot allow the original request.

Contact Ben Barret Law for Representation

It is important to ensure your company is abiding by federal and state employment laws. If your religious accommodation was rejected or you believe your employment rights have been violated, contact a skilled attorney to discuss your legal options. Schedule your consultation today.