This means that employers are prohibited from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of the employment.
Employers may not treat employees or applicants more or less favorable because of their religious beliefs or practices – except to the extent a religious accommodation is warranted.
An employer may not refuse to hire individuals of a certain religious affiliation or belief.
Does My Employer Have To Make A Reasonable Accommodation With Regard To Religious Holidays and Customs?
An employer is not required to accommodate an employee’s religious beliefs and practices if doing so would impose an undue hardship on the employer’s 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, along with other instances.
Employers must permit employees to engage in religious expression, unless the religious expression would impose an undue hardship on the employer. This means that an employer may not place more restrictions on religious expression than on other forms of expression that have a similar effect on workplace efficiency.
It is unlawful to retaliate against an individual for opposing employment practices that discriminate for filing a discrimination charge, testifying, or participating in any way an investigation, proceeding or litigation for unlawful religious discrimination.