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Chicago Employee’s Religious Rights

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According to the Civil Rights Act of 1964, Title VII, employers with 15 or more employees, may not discriminate against an employee because of their religious beliefs in reference to hiring or firing them.  The federal government, labor organizations, and employment agencies are required to comply with Title VII as well.

Title VII also provides protection to an employee in the following areas:

  • An employee must not be treated with more favor or less favor as a result of their religious practices or beliefs.  An employee may be extended certain accommodations for their religious beliefs depending upon the circumstances, and if it does not interfere with the employer’s business practices.
  • Conditions of employment cannot force an employee to participate in any religious activity or refuse them employment due to their religious activity.
  • Employers must not allow religious harassment of an employee due to their religious beliefs.  Having an anti-harassment policy in place will normally assist in avoiding this from taking place in the workplace.
  • The Civil Rights Act, Title VII, also provides protection from retaliation against an employee reporting discriminatory practices that are investigated in the workplace.
  • Employees also have a right to religious expression providing it is not disruptive in the workplace.

Religious Discrimination Attorney

If you believe you are being or have been discriminated against as a result of your religious beliefs, contact a religious discrimination attorney at Goldman & Ehrlich to discuss your legal options.  Our attorneys have successfully represented clients to ensure the protection of their religious beliefs under the law.