ACCOMMODATING RELIGION IN THE WORKPLACE April 3, 2014 Presented By: Renee C. Mattei Myers, Esquire...
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Transcript of ACCOMMODATING RELIGION IN THE WORKPLACE April 3, 2014 Presented By: Renee C. Mattei Myers, Esquire...
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ACCOMMODATING RELIGIONIN THE WORKPLACE
ACCOMMODATING RELIGIONIN THE WORKPLACE
April 3, 2014
Presented By:Renee C. Mattei Myers, Esquire
Eckert Seamans Cherin & Mellott, LLC213 Market Street – 8th Floor
Harrisburg, PA 17101(717) 237-7163
*No statements made in this seminar or in the written
materials/power point should be construed as legal advice
pertaining to specific factual situations.
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Laws Prohibiting Religious Discrimination
Laws Prohibiting Religious Discrimination
Title VII of the Civil Rights Act of 1964
State Anti Discrimination Laws(example: Pennsylvania Human
Relations Act; New Jersey Law Against Discrimination)
Local Ordinances
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Religious DiscriminationReligious Discrimination
Prohibited in all aspects of employment: Hiring Termination Pay Promotions Benefits Job assignments
Includes prohibition against harassment because of religion.
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Preventing DiscriminationPreventing Discrimination
Create Good Hiring Policies Establish Zero Tolerance Policy Against
Harassment and Discrimination Be Proactive/Train Employees Provide Accommodations Where
Appropriate Promptly Investigate Complaints Avoid Retaliation
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Good Hiring PoliciesGood Hiring Policies
Establish objective written criteria for evaluating applicants
Ask same questions of all applicantsBeware of questions unrelated to job
duties that have tendency to reveal religious beliefs/practices.
Train all employees involved in process!
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Preventing Harassment/Discrimination
Preventing Harassment/Discrimination
Anti-Discrimination/Anti-Harassment policy: Prohibition (zero-tolerance) Must be publicized to employees
(handbooks; postings) Training Clear and Accessible Complaint
Procedure Prohibition Against Retaliation
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Be ProactiveBe Proactive
TrainingTrain all employees on anti-
discrimination and anti-harassment policies.
Train managers and supervisorsHow to avoid claimsHow to respond to complaintsAvoid decisions based on stereotypesBe proactive in managing disputes.
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Religious AccommodationsReligious Accommodations
Employers are required to accommodate “sincerely held religious beliefs, practices or observance that conflict with work rules”
Undue Hardship (more than de minimis) * different standard than ADA accommodations.
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Sincerely Held Religious BeliefSincerely Held Religious Belief
If there is a bona-fide doubt as to religious sincerity—employer may make limited inquiry.
Factors:Inconsistent behaviorAccommodation requested desirable likely
to be sought for secular reasons (i.e. weekends off)
Timing of request makes it suspect
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Religious AccommodationsReligious Accommodations
Review requests individually; avoid stereotypes.
Don’t allow supervisors to make decisions about accommodations independently. Consistency in treatment.
Cooperation and flexibility
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Examples:Examples:
Schedule changes Change in job tasks Exception to dress/grooming rules Use of work facility for religious
observance Accommodating prayer, religious
expression
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Reasonable Religious ExpressionReasonable Religious Expression
Allow reasonable religious expression consistent with other types of personal expression to extent not disruptive or harassingExample: displaying personal items
at desk.
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Workplace ProselytizingWorkplace Proselytizing
Can become an issue if harassing to other employees.
Factors:PervasivenessImpact on coworkers and work
performanceCapacity to take steps to accommodate
both the proselytizing employee and aggrieved co-workers.
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Prayer GroupsPrayer Groups
May be permitted as long as there are not employment consequences to joining/non-joining.
Employees should not feel pressured to attend.
Should not be prohibited if employer allows access to lunchroom/conference rooms to other groups during non-work hours.
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Religious Posters or DisplaysReligious Posters or Displays
Employer not required to allow displays to the extent it may be perceived as an expression of the employer’s religious views.
Example:Small religious pictures at work area
vs. large religious display in common or public area (lunchroom or lobby).
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Religious DressReligious Dress
Claims for undue hardship upheld for legitimate safety reasons (prohibiting headscarf's in prisons or around machinery)
Personal appearance policy-public image rationale (facial piercings)
But Compare: dress code that exists purely to promote brand image.
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Undue HardshipUndue Hardship
Undue hardship for purposes of religious accommodation: more than de minimis cost or burden.
Examples:Infringe on rights of other employeesDiminish workplace safetyCost a significant amount of moneyReduce workplace efficiency
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Conducting Investigations of Claims of Religious Discrimination
Conducting Investigations of Claims of Religious Discrimination
Promptly investigate complaints. Take all complaints seriously.
At conclusion of investigation, take prompts and effective remedial action based on
outcome of investigation. Document investigation and outcome.
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Preventing RetaliationPreventing Retaliation
Implement policies and practices that require HR approval before adverse action taken against employee who has filed complaint.
Reduce risk of claims by clearly documenting business reasons for any post complaint discipline/action.
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Thank You!
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