Federal law prohibits religious discrimination in the workplace in all circumstances, including hiring, firing, pay, job assignments, promotions, layoff, training, or benefits. It is illegal for an employer with 15 or more employees to treat an employee unfavorably because of his or her religious beliefs. The law also prohibits harassment based on a person’s religious beliefs.
What Type of Religion Is Protected?
The law protects people who adhere to traditional religious beliefs, such as Christianity, Islam, and Judaism, and it also protects people with other sincerely held religious, ethical, or moral beliefs.
How Should Employers Address Workplace Issues Involving Religious Beliefs?
In addition to not discriminating against an employee because of his or her religious beliefs, employers must make reasonable accommodations for an employee’s religious beliefs or practices, unless the accommodation would cause undue hardship to the employer. For example, employers must accommodate an employee’s religious observances and also things like dress and grooming practices.
What Types of Accommodations Are Required?
Employers might need to make an accommodation by adjusting a schedule, allowing shift substitutions, reassigning a position, or modifying workplace policies or practices. Also, an employer cannot force an employee to participate (or not participate) in a religious activity as a condition of employment.
What Is an Undue Hardship?
An undue hardship is something that places more than a minimal burden on the business’s operations, such as jeopardizing security or health, causing a lack of needed staffing, violating a seniority system, or costing the employer more than a minimal amount.
Does Nevada Law Also Prohibit Religious Discrimination?
Yes, Nevada law has very similar prohibitions against discrimination based on religion.
Applicable laws: Title VII of the Civil Rights Act of 1964; NRS 613.330.
Learn more about employment discrimination generally here.
