In addition to traditional labor work, I have extensive experience in all aspects of employment litigation, including trial work, in cases arising under Title VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991, the Equal Pay Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act of 1990, the Family and Medical Leave Act of 1993, the Fair Labor Standards Act, the WARN Act and other federal and state laws regulating the workplace. I also have extensive experience defending clients against breach of contract claims, wrongful discharge claims, and the ever-growing list of employment tort claims.
It is illegal under both federal and state laws for an employer to discriminate against an employee based on the employee’s religious beliefs or practices (e.g., observing the Sabbath or wearing clothing prescribed by religion). These laws cover all aspects of employment, including the application process; hiring, advancement, and discharge; compensation, training, and other benefits; and reasonable accommodations to observe religious days. Sometimes religious discrimination is exacerbated by discrimination based on race or national origin. And believe it or not, religious discrimination can also be a problem for atheists.
As in the case of disability discrimination, employers are not required to make reasonable accommodations for a person's religious beliefs or practices if doing so would create an undue hardship. Under most circumstances, however, accommodations for an employee’s religious beliefs do not create an undue hardship. If you believe you have been harassed or discriminated against based on your religion (or your lack of religious belief), please call me so we can determine how the law can help you.