DISCRIMINATION BASED ON RELIGION

Transcription

1 DISCRIMINATION BASED ON RELIGION Prepared By: Chassidy J. Guidry Louisiana State University Paul M. Hebert Law Center Legal Intern, U.S. EEOC-Office of Equal Opportunity

2 Religion in the Workplace Title VII prohibits covered employers from: (1) treating applicants or employees differently based on their religious beliefs or practices or lack thereof in any aspect of employment, including recruitment, hiring, assignments, discipline, promotion, and benefits; (2) subjecting employees to harassment because of their religious beliefs or practices or lack thereof or because of the religious practices or beliefs of people with whom they associate (e.g., relatives, friends, etc.); (3) denying a requested reasonable accommodation of an applicant s or employee s sincerely held religious beliefs or practices or lack thereof if an accommodation will not impose an undue hardship on the conduct of the business; and, (4) retaliating against an applicant or employee who has engaged in protected activity, including participation (e.g., filing an EEO charge or testifying as a witness in someone else s EEO matter), or opposition relating to alleged religious discrimination (e.g., complaining to human resources department about alleged religious discrimination).

3 EEOC Guidance on Religion Title VII defines religion to include all aspects of religious observance and practice as well as belief. Religion includes not only traditional, organized religions such as Christianity, Judaism, Islam, Hinduism, and Buddhism, but also religious beliefs that are new, uncommon, not part of a formal church or sect, only subscribed to by a small number of people, or that seem illogical or unreasonable to others. Further, a person s religious beliefs need not be confined in either source or content to traditional or parochial concepts of religion. A belief is religious for Title VII purposes if it is religious in the person s own scheme of things, i.e., it is a sincere and meaningful belief that occupies in the life of its possessor a place parallel to that filled by God.

4 EEOC v. Abercrombie & Fitch Stores, Inc. Facts: Samantha Elauf a practicing Muslim, wore a headscarf to an interview at an Abercrombie store. The interviewer, Heather Cooke gave Elauf a rating that qualified her to be hired. Cooke however was concerned that Elauf s headscarf violated the company s Look Policy which prohibited all caps. Cooke believed that Elauf wore her headscarf because of her faith. Cooke consulted her district manager and he informed her that Elauf s headscarf would violate the Look Policy as would all other headwear, religious or otherwise and directed Cooke not to hire Elauf for the job. The EEOC filed suit on Elauf s behalf alleging religious discrimination under Title VII.

5 EEOC v. Abercrombie & Fitch Stores, Inc. Holding: To prevail in a religious discrimination claim, an applicant need show only that his need for an accommodation was a motivating factor in the employer s decision not that the employer had knowledge of the need. Take Away: Samantha Elauf s headscarf played a motivating factor in Abercrombie failing to hire her, therefore Abercrombie did not need actual knowledge that she needed a religious accommodation.

6 Religious Discrimination & Reasonable Accommodation The law requires an employer or other covered entity to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer's business. This means an employer may be required to make reasonable adjustments to the work environment that will allow an employee to practice his or her religion. Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices.

7 EEOC Best Practices Employers can reduce the risk of discriminatory employment decisions by establishing written objective criteria for evaluating candidates for hire or promotion and applying those criteria consistently to all candidates. In conducting job interviews, employers can ensure nondiscriminatory treatment by asking the same questions of all applicants for a particular job or category of job and inquiring about matters directly related to the position in question. When management decisions require the exercise of subjective judgment, employers can reduce the risk of discriminatory decisions by providing training to inexperienced managers and encouraging them to consult with more experienced managers or human resources personnel when addressing difficult issues. Employers should allow religious expression among employees to the same extent that they allow other types of personal expression that are not harassing or disruptive.

8 EEOC Best Practices Once an employer is on notice that an employee objects to religious conduct that is directed at him or her, the employer should take steps to end the conduct because even conduct that the employer does not regard as abusive can become sufficiently severe or pervasive to affect the conditions of employment if allowed to persist in the face of the employee s objection. Employers should have a well-publicized and consistently applied anti-harassment policy that: (1) covers religious harassment; (2) clearly explains what is prohibited; (3) describes procedures for bringing harassment to management s attention; and, (4) contains an assurance that complainants will be protected against retaliation. The procedures should include a complaint mechanism that includes multiple avenues for complaint; prompt, thorough, and impartial investigations; and prompt and appropriate corrective action.

9 Interactive Process Title VII requires an employer, once on notice that a religious accommodation is needed, to reasonably accommodate an employee whose sincerely held religious belief, practice, or observance conflicts with a work requirement, unless doing so would pose an undue hardship. An employee or applicant who seeks a religious accommodation must put the employer on notice of the need for an accommodation and must explain that the accommodation is being request for religious reasons. If the religious belief is sincerely held by the employee the employer must then accommodate the employee unless the accommodation would pose an undue hardship to the employer. The employer does not have to grant the employee s preferred request, but is still required to provide a reasonable accommodation.

10 Process of Employer Providing a Reasonable Accommodation Employer-employee cooperation and flexibility are key to the search for a reasonable accommodation. If the accommodation solution is not immediately apparent, the employer should discuss the request with the employee to determine what accommodations might be effective. If the employer requests additional information reasonably needed to evaluate the request, the employee should provide it. For example, if an employee has requested a schedule change to accommodate daily prayers, the employer may need to ask for information about the religious observance, such as time and duration of the daily prayers, in order to determine whether accommodation can be granted without posing an undue hardship on the operation of the employer s business. Moreover, even if the employer does not grant the employee s preferred accommodation, but instead provides an alternative accommodation, the employee must cooperate by attempting to meet his religious needs through the employer s proposed accommodation if possible.

11 Interesting Facts In the fiscal year 2014, the EEOC received 3,549 religious discrimination charges. Religious groups are rated more positively by their own members than by people from other religious backgrounds. Knowing someone from a religious group is linked with having relatively more positive views of that group. More than half of Americans say religion is very important in their lives, attend religious services regularly and pray daily.

12 EEOC Guidance Examples 1. Types of Religious Practice or Observance A Catholic employee requests a schedule change so that he can attend church services on Good Friday. A Muslim employee requests an exception to the company s dress and grooming code allowing her to wear her headscarf, or a Hindu employee requests an exception allowing her to wear her bindi (religious forehead marking). An atheist asks to be excused from the religious invocation offered at the beginning of staff meetings. An adherent to Native American spiritual beliefs seeks unpaid leave to attend a ritual ceremony. An employee who identifies as Christian but is not affiliated with a particular sect or denomination requests accommodation of his religious belief that working on his Sabbath is prohibited. Each of these accommodation requests relates to a religious belief or practice within the meaning of Title VII. By contrast, a request for a schedule change to help set up decorations or prepare food for a church event, for instance, typically does not involve a religious belief or practice within the meaning of Title VII.

13 2.Supervisor Considers Belief Illogical Morgana asks for time off on October 31 to attend the Samhain Sabbat, the New Year observance of Wicca, her religion. Her supervisor refuses, saying that Wicca is not a real religion but an illogical conglomeration of various aspects of the occult, such as faith healing, self-hypnosis, tarot card reading, and spell casting, which are not religious practices. The supervisor s refusal to accommodate her on the ground that he believes her religion is illogical violates Title VII unless the employer can show her request would impose an undue hardship. The law applies to religious beliefs even though others may find them incorrect or incomprehensible.

14 3. Personal Preference That is Not a Religious Belief Sylvia wears several tattoos and has recently had her nose and eyebrows pierced. A newly hired manager implements a dress code that requires that employees have no visible piercings or tattoos. Sylvia says that her tattoos and piercings are religious because they reflect her belief in body art as selfexpression and should be accommodated. However, the evidence demonstrates that her tattoos and piercings are not related to any religious belief system. For example, they do not function as a symbol of any religious belief, and do not relate to any ultimate concerns such as life, purpose, death, humanity s place in the universe, or right and wrong, and they are not part of a moral or ethical belief system. Therefore, her belief is a personal preference that is not religious in nature.