The Title VII of the Civil Rights Act of 1964 (Title VII) prohibits discrimination because of an employee or applicant’s religion. Title VII also requires that an employer reasonably accommodate an employee’s religious beliefs unless doing so would cause an undue burden on the employer’s business.
EEOC Guidelines on Religious Discrimination
The Equal Employment Opportunity Commission (EEOC) has promulgated guidelines at 29 C.F.R. Part 1605.1 which define religious practices as “moral or ethical beliefs as to what is right and wrong which are sincerely held with the strength of traditional religious views.”
29 C.F.R. §1605.2 provides the following:
(a)….The legal principles which have been developed with respect to discrimination prohibited by title VII on the bases of race, color, sex, and national origin also apply to religious discrimination in all circumstances other than where an accommodation is required.
(b) Duty to accommodate. (1) Section 701(j) makes it an unlawful employment practice under section 703(a)(1) for an employer to fail to reasonably accommodate the religious practices of an employee or prospective employee, unless the employer demonstrates that accommodation would result in undue hardship on the conduct of its business.
What D.C. Employment Laws Prohibit Religious Discrimination?
The District of Columbia Human Rights Act (DCHRA) prohibits employment discrimination because of religion.
What Virginia Employment Laws Prohibit Religious Discrimination?
The Virginia Human Rights Act (VHRA) prohibits discrimination in the workplace because of religion.