The question-and-answer guide, entitled "Religious Garb and Grooming in the Workplace: Rights and Responsibilities," and an accompanying fact sheet, provide a user-friendly discussion of the applicable law, practical advice for employers and employees, and numerous case examples based on the EEOC's litigation.
Employers covered by Title VII must make exceptions to their usual rules or preferences to permit applicants and employees to follow religiously-mandated dress and grooming practices unless it would pose an undue hardship to the operation of an employer's business. When an exception is made as a religious accommodation, the employer may still refuse to allow exceptions sought by other employees for secular reasons.
Topics covered in the publications include:
- prohibitions on job segregation, such as assigning an employee to a non-customer service position because of his or her religious garb;
- accommodating religious grooming or garb practices while ensuring employer workplace needs;
- avoiding workplace harassment based on religion, which may occur when an employee is required or coerced to forgo religious dress or grooming practices as a condition of employment; and
- ensuring there is no retaliation against employees who request religious accommodation.
Source: EEOC
This information is intended to be
educational and should not be considered legal advice on any specific matter.
