Religious Accommodations Attorney
State and federal laws protect you from discrimination in the workplace based on your religious beliefs and practices.
The religious accommodation law in California and various federal laws require employers to make reasonable accommodations for their employees’ religious beliefs. Despite this fact, religious discrimination is still a significant concern throughout the country.
If you’ve been a victim of religious discrimination in the workplace, you have the right to file a legal claim against your employer. However, it’s crucial to have an experienced attorney to guide you through the process.
When you reach out to California Civil Rights Law Group, our skilled team of religious accommodation lawyers in California can help you understand your rights and next steps. acts and what options you have if your employer has violated them.
Overview of Religious Discrimination
Religious discrimination occurs when an employer treats an employee in any way that’s unlawful or unfair because of their religious beliefs, practices, or expressions.
Discriminatory behavior can include demotions, termination, refusal to offer promotions, and the imposition of a variety of workplace regulations that could be seen as undermining an employee’s right to practice their chosen religion. Under state and federal law, employers are prohibited from doing any of the following:
- Making jokes about an employee’s religion
- Refuse to hire someone of a particular religion
- Requiring an employee to follow a dress code that conflicts with their religious beliefs
- Firing or otherwise penalizing an employee for attending religious services
- Making an employee work on a religious holiday
- Harassing an employee because of their religion
- Denying an employee a promotion because of their religion
The law protects workers in all phases and aspects of employment, from hiring to job assignments to benefits. Religious discrimination can even affect those without religious affiliations, such as an employee being targeted for harassment because they declined to attend a church service with a supervisor.
Religious Discrimination Laws in California
The California Workplace Religious Freedom Act (WRFA) adds several protections to the Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act to further address religious discrimination issues. Specifically, the WRFA makes it illegal for employers to refuse to hire or to terminate workers because of their religious beliefs.
It’s also against the law for an employer to discriminate against any employee if their religion conflicts with a job requirement. For example, an employer can’t punish an employee who reasonably takes days off for religious holidays.
Reasonable Accommodations for Religious Beliefs
The religious accommodation law in California requires employers to make reasonable accommodations to the work environment so employees are able to follow their religious customs.
Two important aspects of this law are that the employees must have sincerely held religious beliefs and that the accommodations don’t cause undue hardship to the business. However, the standard for what “undue hardship” entails differs between state and federal law.
Federal law would excuse the employer from having to make a reasonable accommodation for an employee’s religious belief if doing so would cause their company “minimal hardship.”
That’s not the case in California, however. The state requires employers to show that the requested accommodations would cause significant difficulty or expense for the business. If a request compromises workplace safety or decreases efficiency, an employer may have the right to refuse it.
Employee Rights and Protections
Employees have the right to request reasonable religious accommodations without worrying about adverse employment actions.
Reasonable religious accommodations can include flexible scheduling to allow workers to attend services, as well as dress code modifications so employees can work in clothing options that don’t conflict with the tenets of their faith.
Grooming practices must also be accommodated if they don’t cause undue hardship to the employer. This can include displaying beards or long hair as part of religious dress. Employers must also provide space for prayer during work hours and make concessions for faith-based dietary restrictions during breaks and work functions.
Furthermore, employees are shielded against retaliation from employers and have a right not to experience religious harassment. If such discrimination violates a worker’s rights, they can file a formal complaint.
Filing a Complaint for Religious Discrimination
If you’re seeking to file a complaint after suffering religious discrimination, a religious accommodation attorney can help. California Civil Rights Law Group can provide the advocacy and support you need as you gather evidence to prove workplace discrimination based on your religious beliefs and practices.
Sometimes, reporting an issue to Human Resources can prompt an investigation into the discriminatory behavior. In most cases, however, you’ll need to take further action and file a complaint with the Equal Employment Opportunity Commission (EEOC). The EEOC will investigate and take action if it finds that your employer violated your rights.
You also have the option to file with a state agency like the California Department of Fair Employment and Housing (DFEH). If you’re unsure which course to take, our religious accommodation lawyers in California can offer critical guidance.
Compensation and Damages for Religious Discrimination Claims
You may be entitled to various types of compensation for religious discrimination in the workplace. If you were fired or demoted, you can be reinstated to your previous position. If you were denied a deserved promotion because of your faith, your employer may be ordered to grant you the new position.
You can also claim lost wages in the form of back pay. You may have been denied income that you would have received if the discrimination hadn’t taken place, along with lost benefits like vacation days. All of these losses can be compensated. If you’ve been terminated and aren’t eligible for reinstatement, you could receive future lost wages.
Facing harassment or discrimination in the workplace can be psychologically devastating. You may have the right to receive damages for pain and suffering and other impacts.
The damages you stand to receive will depend on the type of action you take and the authority overseeing your claim. Consult our seasoned religious accommodation lawyers in California to improve your chances of obtaining fair compensation.
Seeking Representation From a Religious Discrimination Attorney
You have the right to work in an environment where you feel safe and respected. If your employer takes any negative action against you because of your religious beliefs, filing a legal claim may be an appropriate response.
Cases involving civil rights violations are always complex, so it’s unwise to represent yourself, even when making the initial complaint. Enlisting our religious accommodation lawyers to help you could mean the difference between recovering just compensation and having your claim dismissed for lack of evidence.
At California Civil Rights Law Group, we have decades of experience representing clients who have experienced religious discrimination at work. Whether you were subjected to harassment or denied reasonable accommodations, our team can protect and advise you as you fight for your rights.
Contact us today to schedule a free consultation with a qualified religious accommodation attorney.
Religious Accommodation FAQs
Learn more about your rights regarding religious discrimination at work:
Since each case is so unique, it’s difficult to provide an accurate general idea of what your religious discrimination lawsuit might be worth. Factors that could impact your case include the losses you suffered due to the discrimination and how egregious your employer’s actions were.
Reasonable accommodations refer to adjustments employers can make to the work environment or to standard rules that make room for employees’ religious practices or sincerely held moral beliefs. “Reasonable” means that it wouldn’t cost the company a significant amount of money, harm efficiency, or put anyone at risk.
If you want to file a request for religious accommodation, let your employer know as soon as possible. Offer an explanation as to why you need the concession, and make sure to submit the request in writing so that there’s a record of it. Be open to cooperating with your employer to find a workable solution.
Anything an employee requests to accommodate their religious beliefs or practices is a religious accommodation. One example is requesting time off for a religious holiday. Another is wearing certain religious attire rather than a standard uniform.
For a religious accommodation to be valid, you must sincerely hold a set of religious beliefs, and the accommodation shouldn’t cause undue hardship for the business.
Yes, as long as doing so doesn’t put anyone in danger or negatively impact work efficiency.
Employers are obligated to accommodate employees’ sincerely held moral or religious beliefs. You don’t need to demonstrate that you belong to an organized religion. Likewise, you’re also protected from discrimination in the workplace if you don’t have any particular religious beliefs.
No. You have a legal right to ask for the reasonable accommodation of your beliefs. Your employer is prohibited from retaliating in any manner, including demoting, reassigning, harassing, or firing you. If they do, you can take legal action against them.
Start by letting Human Resources know what’s happening. If they don’t take any steps to address the issue, contact a religious discrimination lawyer. Our team can help you identify the right agency with which to file a complaint, since both federal and state regulations apply.
Be prepared to present clear evidence that you’re being retaliated against because of your religion. If you communicated the need for accommodations in writing and were denied or targeted as a result, this can be a key piece of evidence. It will be much easier to present a strong claim with an experienced attorney aiding you.
No. If the demotion or disqualification for promotion occurred solely because of your religious beliefs or practices, your employer has violated your civil rights. Any form of retaliation related to an employee’s spiritual, moral, or ethical beliefs is strictly illegal.
Religious discrimination at work can be subtle. Your employer may joke or make derogatory comments about your religion. You may receive negative feedback on work that’s on par with that of others who have been praised or even promoted.
Discrimination can also manifest as exclusion from activities like meetings or team-building exercises.
In some cases, religious discrimination may be more obvious. You may not receive the same wages or benefits as other workers, or your employer may refuse to accommodate requests like time off for religious holidays or adjusting your schedule for prayer hours.
In the most serious cases, you could be demoted, reassigned, or even terminated because of your faith.
