Published on: 04-12-2023

Meg Epstein believes religious discrimination in the workplace happens when an employer treats a job applicant or employee unfairly based on their religious beliefs. This kind of discrimination violates federal and most state laws. Employers must accommodate an employee's spiritual practices unless it would cause an undue burden on the business. Religious harassment can also be considered religious discrimination, whether physical or verbal, and the harasser can be the employer, supervisor or co-worker. Federal law protects employees who experience religious harassment.

Segregation in the workplace happens when people are physically separated based on race or other characteristics. It can occur due to intentional or unintentional discrimination. In schools, segregation can result in better funding for primarily Caucasian areas, which leads to better education for their students. In contrast, predominantly African-American regions often lack the resources to provide high-quality education.

Indirect discrimination against religious beliefs can also occur when employees are refused proper accommodations, such as unfair work schedules or hindering them from taking time off to observe their religious beliefs.

Employers must provide reasonable accommodations for employees' religious beliefs, including dress or grooming practices required by an employee's faith, changes to work rules or policies, and observing holy days of worship. If the employer denies the request, it could violate Title VII and state laws, and employees can file a charge with the EEOC.
An employer can only deny a request for a reasonable accommodation if it will cause an undue hardship, such as being too expensive or causing a significant burden on the agency's resources.

Religious discrimination can take many forms, such as denying employment, firing, or refusing to promote an employee due to their faith. It also involves amending a rule or policy because of a person's religion, such as asking job applicants about their availability on specific days or prohibiting an employee from discussing their religion during breaks.
The employer's decision will depend on how much the employee's beliefs and practices affect their ability to do their job. For instance, if a Jehovah's Witness gets teased by co-workers because they read the Bible during breaks and complain to their line manager, it could be considered religious discrimination.

In conclusion, religious discrimination is illegal under federal and state laws. Employers must accommodate employees' religious beliefs and practices unless it would cause an undue burden on the business, and harassment against an employee's religion can also be considered discrimination. Workplace, school, and housing segregation can also negatively impact people's lives. Employers must provide reasonable accommodations for employees' religious needs, and denying them can result in legal action if it violates Title VII or state laws.