Discrimination based on religion has been prohibited by Title VII since its passage in 1964. Most states, including Minnesota, contain specific protections against religious discrimination. This includes protecting atheists or secular humanists from discrimination, as lack of religious faith has been interpreted to be protected against discrimination in the same manner as active faith. This protection extends to the Establishment Clause and First Amendment to the Constitution.
Despite these long-standing protections, it appears that religious discrimination is currently increasing in the United States. A recent study by the University of Washington in August 2020 found religious discrimination on the rise and that Muslims and Atheists are far more likely than those of Christian faith to experience discrimination. In May 2019, the Pew Research Center published a Survey finding that 82% of Americans adults surveyed believe Muslims are subject to discrimination, while 64% say those of the Jewish faith face discrimination.
EEOC Religious Discrimination Guidance
Perhaps responding to this phenomenon, the EEOC in November 2020 issued an update, for the first time in 13 years, to its Compliance Manual on Religious Discrimination. See https://www.eeoc.gov/guidance/section-12-religiousdiscrimination. While these Guidelines do not have the force and effect of law, they provide clarity and guidance for employers on critical issues such as accommodating religious practices and grooming standards, and how to effectively respond to complaints of religious discrimination and avoid or minimize hostile environment liability. These updates include a cooperative information-sharing process between employers and employees regarding religious accommodation requests, like the interactive process required for disability accommodation requests under the Americans with Disabilities Act.
What are the Red Flags Indicating a Religious Discrimination Problem?
It is not enough for employers to turn a blind eye to the religious faith (or lack thereof) of their employees. Claiming religion has no impact on managing a workforce is the surest sign problems will emerge. That’s because an employer has an affirmative obligation to make accommodations to any sincerely held religious beliefs, which can encompass prayer breaks, clothing requirements, leniency on PTO requests based on religious practices, or granting exemptions from some work requirements (including mandatory vaccines) if the exemption is based on accommodating a religious belief or practice.
While employers have affirmative obligations to accommodate certain religious practices, they must also be vigilant in eradicating religious favoritism or allowing considerations of faith (or lack of faith) to influence decisions affecting terms and conditions of employment. In a similar vein, complaints about discrimination based on religion must be investigated thoroughly, and appropriate corrective action must be taken when violations are substantiated.
This is a delicate balance to strike. While employees must be accommodated (within reason, if no undue hardship is caused) in expressing aspects of religious faith in the workplace, there can’t be differing standards, in terms of compensations, the prospects for advancement/mentoring, or discipline, for one religious faith versus another, and those expressing a lack of religious faith can’t have this held against them.
The Path Ahead
The team at Schaefer Halleen are fully committed to doing our part to ensure that religious belief is accommodated in the workplace but is never the basis for favoritism or adverse actions, including for those employees who are openly Atheist. In our area of influence – empowering clients and advancing justice in the employment field – we are determined to represent clients subject to religious discrimination through whatever steps are necessary to vindicate their rights.
Ubaguzi wa kidini umepigwa marufuku na Katiba ya Marekani ya mwaka 1964 na sheria ya Marekani ya mwaka 1964. Majimbo mengi, kutia ndani Minnesota, yana ulinzi maalum dhidi ya ubaguzi wa kidini. Hii inajumuisha kulinda wasioamini Mungu au watu wa kidini kutoka kwa ubaguzi, kwani ukosefu wa imani ya kidini umetafsiriwa kuwa unalindwa dhidi ya ubaguzi kwa njia ile ile kama imani ya kazi. Ulinzi huu unaenea kwa Kifungu cha Kuanzishwa na Marekebisho ya Kwanza ya Katiba. Licha ya ulinzi huo wa muda mrefu, inaonekana kwamba ubaguzi wa kidini unaongezeka sasa nchini Marekani. Utafiti uliofanywa na Chuo Kikuu cha Washington mnamo Agosti 2020 uligundua ubaguzi wa kidini unaongezeka na kwamba Waislamu na wasioamini kuwa kuna uwezekano mkubwa zaidi kuliko wale wa imani ya Kikristo kupata ubaguzi. Katika utafiti uliofanywa na Pew Research Center, asilimia 82 ya watu wazima wa Marekani waliohudumiwa wanaamini kuwa Waislamu wanakabiliwa na ubaguzi, wakati asilimia 64 wanasema wale wa dini ya Kiyahudi wanakabiliwa na ubaguzi. Kwa mujibu wa sheria za nchi za Ulaya, EEOC imetoa mwongozo wa Ufuatiliaji wa Ukatili wa Kidini mnamo Novemba 2020, kwa mara ya kwanza katika miaka 13. "Hii ni kwa sababu ya ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa ""mfano"" wa""" Ingawa Miongozo hii haina nguvu na athari ya sheria, hutoa uwazi na mwongozo kwa waajiri juu ya masuala muhimu kama vile kukaribisha mazoea ya kidini na viwango vya kuandaa, na jinsi ya kukabiliana na malalamiko ya ubaguzi wa kidini na kuepuka au kupunguza dhima ya mazingira ya uhasama. Mabadiliko haya yanajumuisha mchakato wa ushirikiano wa kushiriki habari kati ya waajiri na wafanyikazi kuhusu maombi ya malazi ya kidini, kama mchakato wa maingiliano unaohitajika kwa maombi ya malazi ya ulemavu chini ya Sheria ya Wamarekani wenye Ulemavu. Ni Nini Chenye Kuonyesha Kuna Tatizo la Ubaguzi wa Kidini? Haitoshi kwa waajiri kupuuza imani ya kidini (au ukosefu wake) ya wafanyakazi wao. Kusema kwamba dini haina athari yoyote katika usimamizi wa wafanyakazi ni ishara ya hakika ya matatizo yatakayotokea. Hii ni kwa sababu mwajiri ana wajibu wa kufanya malazi kwa imani yoyote ya kidini iliyofanyika kwa dhati, ambayo inaweza kujumuisha mapumziko ya sala, mahitaji ya mavazi, msamaha kwa maombi ya PTO kulingana na mazoea ya kidini, au kutoa msamaha kutoka kwa mahitaji fulani ya kazi (ikiwa ni pamoja na chanjo za lazima) ikiwa msamaha unategemea kukaribisha imani au mazoea ya kidini. Ingawa waajiri wana wajibu wa kuunga mkono mazoea fulani ya kidini, lazima pia wawe macho katika kuondoa upendeleo wa kidini au kuruhusu kuzingatia imani (au ukosefu wa imani) kuathiri maamuzi yanayoathiri masharti na hali za ajira. Kwa njia hiyohiyo, malalamiko kuhusu ubaguzi wa kidini yanapaswa kuchunguzwa kwa undani, na hatua sahihi za kurekebisha lazima zichukuliwe wakati ukiukaji unathibitishwa. Hii ni usawaziko dhaifu wa kushambulia. Wakati wafanyakazi lazima kuandaliwa (ndani ya sababu, kama hakuna ugumu usiofaa unasababishwa) katika kuelezea mambo ya imani ya kidini katika mahali pa kazi, haiwezi kuwa na viwango tofauti, katika suala la fidia, matarajio ya maendeleo, ushauri, au nidhamu, kwa imani moja ya kidini dhidi ya nyingine, na wale wanaosema ukosefu wa imani ya kidini hawawezi kuwa na hii dhidi yao. """Timu ya Schaeffer-Haleen imejitolea kabisa kufanya sehemu yetu kuhakikisha imani ya kidini inakaribishwa mahali pa kazi lakini kamwe si msingi wa upendeleo au vitendo vya kinyume, ikiwa ni pamoja na kwa wale wafanyikazi ambao ni wazi wasioamini." Katika eneo letu la ushawishi - kuwezesha wateja na kuendeleza haki katika uwanja wa ajira - tumeazimia kuwakilisha wateja walio chini ya ubaguzi wa kidini kupitia hatua zozote zinazohitajika kutetea haki zao.