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Federal law protects an employee from religious discrimination and prohibits an employer from treating an employee differently because of the employee’s religious beliefs or practices. For example, under Title VII of the Civil Rights Act of 1964, an employer may not: treat an employee more or less favorably because of the employee’s religion; force an employee to participate in a religious activity; or allow one employee to harass another on religious grounds. Further, an employer may not retaliate against an employee who: opposes a discriminatory employment practice, complains about discriminatory conduct, or participates in an investigation, internal proceeding, or litigation under Title VII.
An employer is required to reasonably accommodate an employee’s religious practices unless doing so would impose an undue hardship on the employer. Such accommodations may include flexible scheduling, voluntary substitutions, or dress code modifications. For example, an employer may refrain from scheduling an employee to work on the employee’s holy day or relax a dress code so that an employee may wear clothing with religious significance. An employer is not required to make an accommodation if doing so would impose an undue hardship on the business such as increased administrative costs, diminished efficiency, impaired workplace safety, or an increased workload for the accommodated employee’s co-workers.
If you believe you have been discriminated against because of your religion and you would like to discuss the matter with a Dallas employment lawyer, contact the employment lawyers at Clouse Dunn LLP at info@cdklawyers.com.
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