Religious Discrimination
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American InterContinental University

Religious Discrimination

Among many of the Title VII of the Civil Rights Act’s provisions is one which outlaws employer discrimination against employees on the basis of religion upon hiring, firing, promoting or other terms of employment. According to the U.S. Equal Employment Opportunity Commission’s “Religious Discrimination” (n.d.), religious discrimination entails treating a person more or less favorably because of her religious beliefs or that of his/her spouse or partner. The article adds that the law also requires that employers reasonably accommodate the religious practices and beliefs of its employees and/or prospective employees so long as it does not create any hardships for the employer. There are various cases in which religious differences interfere with how an employer’s activities play out. For example, suppose a catholic employer with a particular religious belief/faith requires his employees to read certain passages of the bible out loud during company meetings, he offers paid days off for those employees who attend catholic gatherings, and is committed to helping advance the careers of those workers who adopt the same faith as his. This practice will be restricted if any of that employer’s employees refuse to engage in such activity if they feel it violates their personal religious beliefs. According to “Guidance: Religious Discrimination” (n.d) “employees cannot be forced to participate - or not participate - in a religious activity as condition of employment,” and they should not be penalized for refusing; also, the employer should try to accommodate the employee’s beliefs and/or practices. The U.S. Equal Employment Opportunity Commission also considers it unlawful to advance (i.e. promote) the careers of employees only because they adhere to a particular religious ritual within the company and not the careers of those who don’t adhere. Also, benefits such as paid days off cannot be offered only on the basis of adherence to those practices. While in one hand employees are liable for giving their employers a notice of their religious beliefs, especially when there are specific practices that are part of the company policy that go against theirs, in the other hand employers are responsible for accommodating the religious beliefs of their employes so long as it does not cost the company (financially and structurally) any hardships. That is not to say that religion cannot be expressed in the workplace; it can, but it must be kept to a minimum so as not to offend others.
References
Guidance: Religious Discrimination. (n.d.). Guidance: Religious Discrimination. Retrieved November 17, 2013, from http://www.eeoc.com/guidance/discrimination/religious-discrimination/
Religious Discrimination. (n.d.). U.S. Equal Employment Opportunity Commission. Retrieved November 17, 2013, from http://www.eeoc.gov/laws/types/religion.cfm

Religious Discrimination

American InterContinental University
Religious Discrimination Among many of the Title VII of the Civil Rights Act’s provisions is one which outlaws employer discrimination against employees on the basis of religion upon hiring, firing, promoting or other terms of employment. According to the U.S. Equal Employment Opportunity Commission’s “Religious Discrimination” (n.d.), religious discrimination entails treating a person more or less favorably because of her religious beliefs or that of his/her spouse or partner. The article adds that the law also requires that employers reasonably accommodate the religious practices and beliefs of its employees and/or prospective employees so long as it does not create any hardships for the employer. There are various cases in which religious differences interfere with how an employer’s