Religion and the Workplace
July 30th, 2012
For US Employers and HR Professionals, religion in the workplace is often one the most difficult areas of HR to navigate. Paying attention to your actions (or lack thereof) surrounding an employee’s religious beliefs is important, not only to promote a diverse and cultural workplace, but to abide by EEOC (Equal Employment Opportunity Commission) standards.
Even in a workplace that promotes acceptance, diversity, and community, conflict can still occur. Did you know that as an employer you are expected to reasonably accommodate the religious practices of each employee under Title VII of the Civil Rights Act of l964 (“Title VII”)? Title VII prohibits employers from discriminating against employees (or candidates) when hiring, firing, and providing other terms and conditions of employment.
Here are some more details surrounding Title VII:
- Employers may not treat employees more or less favorably because of their religious background.
- Employers cannot require employees to participate in a religious activity as a condition of employment.
- Employers must reasonably accommodate each employee’s religious practices or holidays unless doing so would impose an undue hardship on the employer.
- Employers must take steps to prevent religious harassment in the workplace.
Employers who violate Title VII, or other standards outlined by the EEOC, risk costly lawsuits. Are you aware of all employee rights under the laws of the EEOC? Employers are required to post notices to all employees advising them of their rights under the EEOC as well as their right to be free from retaliation.
If you have questions about religion in the workplace, Title VII, or the EEOC, please feel free to contact us today. HR Shield Advisors stay up-to-date on changing regulations, and while it’s not a ‘Get Out of Jail Free Card,’ it’s the fastest, surest way to keep your employees safe and avoid getting hit with unexpected lawsuits or penalties. We’re just a phone call away at (877) 636-9525.