How you worship outside of work is not an indication of how well you do your job. Yet some employers still treat employees differently for their sincerely held religious beliefs. If you have been subjected to religious discrimination in your New York workplace, you deserve justice. Bantle & Levy LLP can help.
What is Religious Discrimination?
The U.S. Equal Employment Opportunity Commission (EEOC) defines religious discrimination as, “treating a person (an applicant or employee) unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical, or moral beliefs.”
Religious discrimination is not limited to employment actions like hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. It also includes:
- Harassment: Offensive remarks about religious beliefs/practices, creating a hostile work environment.
- Segregation: Placing an employee in non-customer contact roles because of actual or feared customer preferences because of an employee’s religiously affiliated attire.
- Failure to Provide Reasonable Accommodations: Employers must make reasonable efforts to create flexible scheduling, shift substitutions, job reassignments, and modifications to workplace policies or practices to allow for the practice of religion.
- Seemingly Neutral Dress and Grooming Policies: Unless it causes an undue burden on the business, employers should make reasonable accommodations for employees to wear the garb or groom as per their religious preferences.
State And Federal Laws Protect Employees From Religious Discrimination
Both federal and state law protects employees from religious discrimination in New York.
The New York City Human Rights Law (NYCHRL) protects workers from discrimination in employment, housing, and public accommodations based on actual or perceived religion or creed. It is illegal for employers, housing providers, business owners, and providers of public accommodations in New York City to treat someone differently because of their faith.
Other laws include:
- Title VII of the Civil Rights Act of 1964: Prohibits federal agencies from discriminating against employees or applicants for employment because of their religious beliefs in hiring, firing, and other terms and conditions of employment.
- Bill of Rights: Religious Freedom is the first right listed in the Bill of Rights. The Constitution prohibits Federal, State, and local governments from infringing the free exercise of religion and from creating or favoring a religion.
If you have experienced religious discrimination in your New York workplace, know that you have options. Each year, the EEOC recovers millions of dollars in religious discrimination lawsuits and at Bantle & Levy, we want to help you seek the compensation you deserve.
New York Religious Discrimination Attorneys: Bantle & Levy LLP
If you are a victim of religious discrimination in your workplace and are in need of legal representation, do not hesitate to contact the New York employment discrimination attorneys of Bantle & Levy LLP. We will fight for your rights and not rest until justice is served. Contact us today.