Employment Law Attorney Provides Representation for Seattle Workers
Both federal and state law prohibit discrimination in employment because
of an individual's religious beliefs. The law protects people who
belong to traditional, organized religions, such as Buddhism, Christianity,
Hinduism, Islam and Judaism, as well as people who have other, sincerely
held religious, ethical or moral beliefs. Under the law, it is unlawful
for an employer to require an employee to participate in religious activity
as a condition of their employment.
In addition, employers have a duty to reasonably accommodate an employee's
religious beliefs or practices, unless the accommodation would cause a
hardship on the employer's business operations. In practice, this
means that an employer may be required to make reasonable changes or adjustments
to the work environment to enable an employee to practice his or her religion.
Some examples of such accommodations include scheduling changes, shift
substitutions or job reassignment. The law may also require modification
of workplace policies or practices, including dress and grooming requirements
of the job. Common examples of such accommodations include modification
of standards to allow employees to wear head coverings, hairstyles or
facial hair with religious significance. So long as an employee's
religious dress or grooming standards do not interfere with the employee's
ability to perform their job, employers must accommodate them.
If you believe you are facing discrimination because of your sincerely
held religious beliefs,
contact Frank Freed Subit and Thomas for an assessment of your rights and options.