http://resources.lawinfo.com/en/Legal-FAQs/Religious-Discrimination/index.html LawInfo - Legal Resource Center offers free legal forms and free legal documents that is designed to help consumers and businesses resolve their legal issues http://resources.lawinfo.com/en/Legal-FAQs/Religious-Discrimination/Federal/is-it-permissible-for-an-employer-to-tell-me-.html Employers may not treat employees or applicants more or less favorably because of their religious beliefs or practices - except to the extent a religious accommodation is warranted. 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. Religious Discrimination FAQs Thu, 08 Nov 2007 21:18:43 GMT http://resources.lawinfo.com/en/Legal-FAQs/Religious-Discrimination/Federal/to-what-extent-must-an-employer-accommodate-m.html <p>Employees cannot be forced to participate -- or not participate -- in a religious activity as a condition of employment. Employers must reasonably accommodate employees' sincerely held religious practices unless doing so would impose an undue hardship on the employer. A reasonable religious accommodation is any adjustment to the work environment that will allow the employee to practice his religion. An employer might accommodate an employee's religious beliefs or practices by allowing: flexible scheduling, voluntary substitutions or swaps, job reassignments and lateral transfers, modification of grooming requirements and other workplace practices, policies and/or procedures.</p> Religious Discrimination FAQs Thu, 08 Nov 2007 21:30:46 GMT http://resources.lawinfo.com/en/Legal-FAQs/Religious-Discrimination/Federal/how-much-freedom-do-employers-have-in-conside.html An employer is not required to accommodate an employee's religious beliefs and practices if doing so would impose an undue hardship on the employers' legitimate business interests. An employer can show undue hardship if accommodating an employee's religious practices requires more than ordinary administrative costs, diminishes efficiency in other jobs, infringes on other employees' job rights or benefits, impairs workplace safety, causes co-workers to carry the accommodated employee's share of potentially hazardous or burdensome work, or if the proposed accommodation conflicts with another law or regulation. Religious Discrimination FAQs Thu, 08 Nov 2007 21:35:33 GMT http://resources.lawinfo.com/en/Legal-FAQs/Religious-Discrimination/Federal/may-i-freely-practice-my-religion-.html Employers must permit employees to engage in religious expression, unless the religious expression would impose an undue hardship on the employer. Generally, an employer may not place more restrictions on religious expression than on other forms of expression that have a comparable effect on workplace efficiency. Religious Discrimination FAQs Thu, 08 Nov 2007 21:36:39 GMT http://resources.lawinfo.com/en/Legal-FAQs/Religious-Discrimination/Federal/how-active-must-my-employer-be-in-preventing-.html Employers must take steps to prevent religious harassment of their employees. An employer can reduce the chance that employees will engage unlawful religious harassment by implementing an anti-harassment policy and having an effective procedure for reporting, investigating and correcting harassing conduct. Religious Discrimination FAQs Thu, 08 Nov 2007 22:29:52 GMT http://resources.lawinfo.com/en/Legal-FAQs/Religious-Discrimination/Federal/what-are-the-statistics-regarding-last-year-s.html In Fiscal Year 2006, EEOC received 2,541 charges of religious discrimination. EEOC resolved 2,387 religious discrimination charges and recovered $5.7 million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation). Religious Discrimination FAQs Thu, 08 Nov 2007 22:31:25 GMT http://resources.lawinfo.com/en/Legal-FAQs/Religious-Discrimination/Federal/which-employers-and-other-entities-are-covere.html Title VII covers all private employers, state and local governments, and education institutions that employ 15 or more individuals. These laws also cover private and public employment agencies, labor organizations, and joint labor management committees controlling apprenticeship and training. 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