According to the U.S. Equal Employment Opportunity Commission (EEOC): 

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• The law protects not only people who belong to traditional, organized religions, such as Buddhism and Christianity, but also others who have sincerely held religious, ethical, or moral beliefs.

• Religious discrimination can also involve treating someone differently because that person is married to, or associated with, an individual of a particular religion.

• The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoffs, training, benefits, and any other term or condition of employment.

• It is also illegal to harass a person because of his/her religion such as by making offensive remarks about a person's religious beliefs or practices.

• Title VII also prohibits workplace or job segregation based on religion (including religious garb and grooming practices), such as assigning an employee to a non-customer contact position because of actual or feared customer preference.

• Unless it would be an undue hardship on the employer's operation of its business, an employer must reasonably accommodate an employee's religious beliefs or practices.

• An employee cannot be forced to participate (or not participate) in a religious activity as a condition of employment.

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Religious Discrimination can include: 

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• Firing an employee because of his/her religion. 

• Refusing to hire an applicant because of his/her religious affiliation. 

• Failing to promote an employee because of his/her religion. 

• Restricting certain types of assignments to certain religious affiliations.

• Terminating an employee because he/she is requires a religious accommodation. 

• Refusing fringe benefits because of an individual's religion.

• Limiting a certain religion to a lesser range of pay.

• Restricting or limiting any other term or condition of employment simply because of an employee's religion.