The Act also requires employers to reasonably accommodate the religious beliefs and practices of applicants and employees, unless doing so would cause more than a minimal burden on the operation of the employer's business. A reasonable religious accommodation is any adjustment to the work environment that will allow the employee to practice his religion. Flexible scheduling, voluntary shift substitutions or swaps, job reassignments lateral transfers, and exceptions to dress or grooming rules are examples of accommodating an employee's religious beliefs. Whether an accommodation would pose an undue hardship on the employer's business depends on the individual circumstances.
Title VII prohibits religious harassment of employees, such as offensive remarks about a person's religious beliefs or practices when these remarks are so frequent or severe that they create a hostile or offensive work environment or when it results in an adverse employment decision (e.g., being fired or demoted).
It is also unlawful for an employer to retaliate against an individual for opposing employment practices that discriminate based on religion or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.
If you believe that your employer has violated the law, call Holman & Stefanowicz, LLC at 312-258-9700 for a free evaluation of your potential claim. We can help determine whether you have a claim.