Religion Discrimination

An employer may not treat an employee or applicant unfavorably with respect to hiring, firing, promotion, job assignments, compensation, layoff, training, benefits, or other terms or conditions of employment because of his or her religious beliefs, or because of the religious beliefs of the employee's spouse or domestic partner. Employers must reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause an undue hardship, such as an extraordinary cost, decrease in workplace efficiency, a compromise in workplace safety, or if it infringes on the rights of other employees. Reasonable accommodations may include flexible schedules, shift substitutions, job reassignments, and modifications to workplace policies or practices.

These materials have been prepared by Crispin Employment Law for information purposes only and are not legal advice. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship between the sender and receiver. Internet subscribers and on-line readers should not act upon this information without seeking professional counsel.