BY: Tad T. Roumayah | IN: Employment Law
Discrimination and harassment based on religion have never been far from the headlines since the 2016 Presidential election. From President Trump’s controversial “Muslim ban” to reports by the Southern Poverty Law Center showing that hate violence is on the rise, including aggression against religious minorities, much light has been shed on this problem in American society.
Given that our Michigan workplaces are not separate from the broader culture, religion-based employment discrimination may also be on the increase. There was this recent story, for example, of a Detroit-area teacher who was allegedly fired for wearing a hijab to work.
Both federal and state laws are very clear when it comes to religious discrimination. Title VII of the Civil Rights Act prohibits discrimination based on race, color, sex, national origin – and religion. In Michigan, workers’ religious rights are also protected by the Elliott-Larsen Civil Rights Act.
These laws apply to both current Michigan employees as well as job candidates.
Religious discrimination generally falls into three categories, any one of which could be the basis for a potential lawsuit against an employer. They are:
Any worker who has faced discrimination in the workplace because of his or her religious beliefs may have a claim under state or federal law and could be entitled to compensation. The best first step is to consult with a member of our Employment Litigation Group who can discuss the specifics of your situation. Contact us today!
View all posts byTad T. Roumayah
Tad Roumayah focuses his practice primarily on employment litigation, representing employees who have encountered discrimination, retaliation, wrongful discharge, whistleblower protection claims, wage and hour violations and other employment issues and disputes.