Religious Discrimination Lawyer
in Dallas

Dedicated to Protecting Your Religious Freedom in the Workplace

One of the founding principles of the United States is freedom of religion. This right is protected by the Bill of Rights. Both state and federal law prohibit employers from engaging in any kind of religious discrimination against job applicants, as well as any terms or conditions associated with their employment. This includes all aspects of religious beliefs, practices, affiliations, or observances. The law also protects agnostics and atheists.

If you find yourself in need of a Dallas religious discrimination attorney, call Scott Gilmore Thompson at (214) 238-8444 today and request your free case evaluation.

Religious Discrimination in the Workplace

Religious discrimination in the workplace involves treating a job applicant or employee differently because of their religious beliefs. Religious discrimination is also prohibited against employees who are married to someone of a particular religion. One example of this is segregating the employee and keeping them away from customers because of a preference by a customer. The law also prohibits employers from forcing an employee to participate in a particular religious activity as a term of their employment.

Some examples of religious discrimination in the workplace include:

• You were considered for hire until you were seen wearing a certain type of religious clothing
• You are made fun of or mocked because of your beliefs
• You were penalized or fired because you took a day off work for a religious holiday
• An employer refused to hire you because you are an atheist
• You had to remove your headscarf even though other employees are permitted to wear other types of hats
• You believe that you are treated differently or your employer is trying to find a reason to fire you because of your beliefs

Some other examples of discrimination include:

• Gender Discrimination
• Pregnancy Discrimination
• Race Discrimination
• Sexual Orientation Discrimination
• National Origin Discrimination
• Disability Discrimination
• Age Discrimination

Religious Accommodation

An employer must accommodate an employee’s religious practice and beliefs unless it will cause a burden on the business operation.

As long as there is no undue hardship, these types of accommodations include:

• Letting an employee wear a beard guard instead of shaving his beard if not allowing beards as part of company policy
• Giving breaks for prayer time
• Switch certain job tasks that could conflict with a religious belief

The law also provides protection against retaliation against an employee if:

• They file a discrimination charge
• They testify in a discrimination case
• They participate in an investigation, litigation, or proceeding under Title VII