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Title VII of the Civil Rights Act of l964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment.Title VII covers employers with 15 or more employees, including state and local governments.This depends on the following factors' effect on the employer: If you legitimately believe that you are entitled to receive time off in order to celebrate a religious holiday and your employer has refused to grant your request, then you should consult an attorney.An attorney experienced in employment discrimination law will be able to determine whether you have a case for religious discrimination and will advise you of the course of action you should pursue. What is considered retaliation, and what should I do? A potential employer wants to schedule my job interview on my day of worship. I said that I observe the Sabbath from Friday sundown to Saturday sundown, and she replied that I could not be considered for the position because I wasn't available when they most needed someone. Finally, employers may not retaliate against employees for asserting their rights under Title VII. What should I do, as an employee, to avoid or resolve religious conflicts at work? What can I do if I am being discriminated against or denied an accommodation for my religious practices? Does my employer, or prospective employer have a responsibility to provide me with an accommodation, when they reasonably know I need one, even if I did not ask for one? Can my employer prevent me from taking off on religious holidays or my day of worship? What if workers with more seniority already have my day of worship off? I think I was retaliated against because I asked for religious accommodations. In a recent job interview, the employer asked if I could work Thursday through Sunday each week. I told my supervisor that I need Saturday off for religious reasons, but he doesn't believe me and started asking all kinds of personal questions about my religious beliefs. Beyond this, employers must also take steps to prevent religious discrimination from other employees as well.This is much more favorable for employers than the standard under the Americans with Disabilities Act (ADA).
Under Title VII: Employers may not treat employees or applicants less - or more - favorably because of their religious beliefs or practices.
Some states may also provide additional protections for workers against religious discrimination, and may provide additional requirements beyond those required under federal law for accommodating the religious practices of employees.
In addition to the federal law, most states also have laws that make it illegal to discriminate on the basis of religion.
Religious discrimination by employers is expressly prohibited by Title VII of the Civil Rights Act of 1964 and by most state constitutions.
Although employers do not have to satisfy an employee's every desire in accommodating his religious beliefs, they are required to make "reasonable accommodations." The most common accommodation is granting an employee time off to observe a religious holiday.
For example, an employer may not refuse to hire individuals of a certain religion, may not impose stricter promotion requirements for persons of a certain religion, and may not impose more or different work requirements on an employee because of that employee's religious beliefs or practices.