Religion Discrimination Attorneys

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Workplace Religion Discrimination Attorneys

If you are facing discrimination at work because of your religion or religious beliefs, your job might be at risk. Unless dealt with appropriately, discrimination will often escalate into a hostile work environment. Contact one of our discrimination attorneys for advice on what steps you can take that might save your job. While you may be caught in an employment dispute maybe once in your life, employers have a lot more experience in handling personnel issues and typically engage human resources or legal counsel for assistance. You will likewise benefit from the same legal guidance.

If you have been wrongfully terminated for discriminatory reasons, contact one of our attorneys immediately. You may be entitled to lost wages, front pay, as well as additional economic compensation for emotional distress and medical costs. To take advantage of all of your legal options, you must act quickly. California has strict deadlines for initiating legal action.

HOW DO I KNOW IF I WAS DISCRIMINATED AGAINST BECAUSE OF MY RELIGION?

California employers are prohibited from discriminating against you and making job decisions on the basis of your religious beliefs, or religious creed. Under the law, “religious belief” generally include all aspects of religious belief, observance, and practice, including religious dress and grooming practices.

These protections equally apply to both traditional, commonly recognized religions and less commonly observed belief systems, so long as they are “sincerely held.” An employer is also prohibited from discriminating against you on the basis of your lack of religious beliefs. Meaning that, a religious employer might be held liable for religious discrimination for refusing to hire or promote an atheist or any applicant who is not a member of a particular religion.

Demonstrating illegal discrimination is challenging. Overt forms of discrimination – such as offensive remarks – are not as common in the present day workplace as subtle, passive aggressive forms of discrimination that are just as harmful. This is because employers often attempt to hide their discriminatory conduct under the guise of legitimate business decisions such as company reorganizations and layoffs to avoid liability. Pay special attention to whether there are true, legitimate business reasons justifying your employer’s “business decisions.”

Although employers rarely make the mistake of putting a discriminatory reason in writing, discrimination can be proven with indirect and circumstantial evidence.

Our qualified religion discrimination attorneys can help you identify and gather persuasive evidence of discrimination to collaborate your potential claims against your employer. Otherwise, if it is just your word against your manager’s word, it will be difficult for you to prove your claims.

HOW IS MY EMPLOYER REQUIRED TO ACCOMMODATE MY RELIGIOUS BELIEFS OR OBSERVANCE?

An employer is required to reasonably accommodate your religious beliefs. A reasonable accommodation may consist of job restructuring, reassignment, modification of work practices, or allowing time off to avoid a conflict with your religious observances. Examples of religious accommodations might include:

— Permitting you to take Sunday off in observance of the Sabbath
— Modifying your schedule to allow for mid-day prayer

An accommodation is not considered to be reasonable if the accommodation requires you to be segregated or hidden from the public’s view. For example, if you work in a position where you have regular interaction with the public, the employer may not force you to accept an accommodation for a religious dress or grooming practice that involves a transfer to another position that prevents you from interacting with the public.

WHAT SHOULD I DO IF I WAS DISCRIMINATED AGAINST BECAUSE OF MY RELIGION?

If you have concerns that you are being treated unfairly at work or that you are a target of religion discrimination, contact our attorneys for a free and confidential consultation. Whether your situation merits legal action depends on many factors and your unique circumstances. For additional information about your employee rights, please visit the California Department of Fair Employment and Housing (DFEH).

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