Religious DISCRIMINATION

Title VII of the Civil Rights Act of 1964 ("Title VII") makes it unlawful for an employer to discriminate against any individual because of such individual's religion, religious beliefs and practices, and/or their request for accommodation.

 

Religious discrimination may take many forms. If you or someone you know has been discriminated against due to his/her religion, contact an RMN attorney to  discuss your rights under Title VII.

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What is Religious 

Discrimination?

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

  • 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.

Religious Discrimination can include: 

  • 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. 

How do I know if I need a lawyer?

If you have been let go, and you have any suspicion that it was for an illegal reason, you should call RMN for a free consultation now. Employers have expensive lawyers that help them cover up their illegal practices. You need an employment attorney that will fight for your rights. If you recently made a complaint about sexual harassment, have over heard sexist jokes in the workplace, or noticed qualified women are passed for promotion, call us now!

How can I afford a lawyer?

We know that hiring a lawyer shortly after you have lost your job may seem financially impossible. The good news is that RMN offers contingency billing so you can pursue justice under the least amount of financial hardship. In contingency billing, we pay all the upfront costs in exchange for a portion of the money we secure for you. If there is no recovery, you pay nothing. It is just another way that we are ATTORNEYS WHO ARE ON YOUR TEAM TM

Are there important deadlines?

Yes, there are extremely important deadlines you must make or your claim could be lost. The EEOC, PHRC, and Courts all have Statutes of Limitations (SOL) that limit the amount of time you have to bring your claim. In some cases, those deadlines can be as soon as 30 days after the illegal act, though in most situations the SOL is between 6 months and 2 years. Only an experienced attorney can tell you what the SOL on your case is. Don't wait to call, or it may be too late. 

How much is my case worth?

There is no simple equation that we can use predict how much your case may be worth. You should not trust an attorney who claims to have one. Every case is unique, and the value of any case can only be determined by actually litigating it in court. Our lawyers can assess your situation and give you potential ranges after in depth investigation, but no one lawyer can tell you what our case is worth until it has been settled or tried.  

FREQUENTLY ASKED

QUESTIONS

Should I complain to human resources?

Yes, you should make a complaint to your company's HR department if you are harassed by a superior or a co-worker. If your company doesn't have an HR department, you should go to a superior, or an owner. In either case, you should call an attorney right away for advice on your situations.

  • Title VII of the Civil Rights Act (Title VII)

  • The Pregnancy Discrimination Act (PDA)

  • Equal Pay Act (EPA)

  • The Pennsylvania Human Relations Act (PHRA)

  • United States District Court

    • Western District of Pennsylvania

    • Eastern District of Pennsylvania

    • Middle District of Pennsylvania

  • Pennsylvania Court of Common Pleas

    • All counties in Pennsylvania, including Allegheny and Philadelphia

  • Third Circuit Court of Appeals

  • Pennsylvania Superior Court

  • Pennsylvania Commonwealth Court

  • The Equal Employment Opportunity Commission (EEOC)

  • The Pennsylvania Human Relations Commission (PHRC)

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We work hard to make sure that all our information is correct. However, you should never rely on legal information you read on this or any other website without consulting with a licensed attorney. Nothing on this website shall be interpreted as legal advice or as creating an attorney-client relationship. RMN specifically disclaims all representations and warranties and urges you to call an attorney if you have any legal questions.