Religious Discrimination Lawyer Philadelphia Pennsylvania
Religious discrimination involves treating 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 can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion or because of his or her connection with a religious organization or group. The law forbids religious discrimination, harassment and wrongful termination of a person because of his or her religion.
Title VII of the Civil Rights Act of 1964 also prohibits workplace or job segregation based on religion (including religious garb and grooming practices), such as assigning an employee to a non-customer contact position because of actual or feared customer preference. An employee cannot be forced to participate or not participate in a religious activity as a condition of employment. The law requires an employer or a covered entity to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer's business. This means an employer may be required to make reasonable adjustments to the work environment that will allow an employee to practice his or her religion.
Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, lateral transfer, job reassignments, and modifications to workplace policies or practices. The accommodation requirement applies not only to schedule changes or leave for religious observances, but also to such things as dress or grooming practices that an employee has for religious reasons. These might include, for example, wearing particular head coverings or other religious dress (such as a Jewish yarmulke or a Muslim headscarf), or wearing certain hairstyles or facial hair (such as Rastafarian dreadlocks or Sikh uncut hair and beard). It also includes an employee's observance of a religious prohibition against wearing certain garments (such as pants or miniskirts). When an employee or applicant needs a dress or grooming accommodation for religious reasons, he should notify the employer that he needs such an accommodation for religious reasons. If the employer reasonably needs more information, the employer and the employee should engage in an interactive process to discuss the request.
A person who was subject to religious discrimination may file a civil lawsuit against the employer to recover financial compensation.
To establish a case of religious discrimination, the employee must show:
(1) she holds a sincere religious belief that conflicts with a job requirement;
(2) she informed her employer of the conflict; and
(3) she was disciplined for failing to comply with the conflicting requirement.
Once all factors are established, the burden shifts to the employer to show either it made a good-faith effort to reasonably accommodate the religious belief, or such an accommodation would work an undue hardship upon the employer and its business. Title VII religious discrimination claims often revolve around the question of whether the employer can show reasonable accommodation would work an undue hardship. An accommodation constitutes an "undue hardship" if it would impose more than a
de minimis cost on the employer.
Winning a religious discrimination case is not easy. You need the help of an experienced Pennsylvania civil rights attorney. If you believe you have been discriminated against on the basis of your religion, contact a religious discrimination lawyer to discuss your case. At the Lassen Law Firm, we have successfully handled many religious discrimination cases. Our experienced and dedicated Philadelphia religion discrimination attorneys work hard to get the highest financial compensations to victims of religious discrimination.
The Lassen Law Firm only deducts a 29% contingency fee, not the standard 45% like other firms. We serve ALL of Pennsylvania. We can sign you up over the phone and start working on your case today.
Stop Searching. Start Calling. 215-510-6755.
Webb v. City of Philadelphia, 562 F.3d 256 (3d Cir. 2009)
Authored by: Christian Lassen