Areas of Practice
- Business Law
- Civil Litigation
- Consumer Rights
- Criminal Law
- Employment Law
- Age Discrimination
- Disability discrimination
- Gender Discrimination
- Illegal Workplace Retaliation
- National Origin Discrimination
- Non-Compete and Non-Solicitation Agreements
- Pregnancy Discrimination
- Racial Discrimination
- Religious Discrimination
- Severance Offers and Negotiations
- Sexual Harassment
- Unemployment Compensation
- Family Law
- Name Changes
- Personal Injury
- Probate and Estate Planning
- Real Estate Law
- Traffic and License Offenses
Victim of Religious Discrimination?
Our team can help with a review of your case
Title VII and corresponding Ohio law prohibit employers from taking adverse employment action against employees because of their religious affiliation or beliefs.
Title VII and Ohio law also impose a duty upon employers to accommodate sincerely held religious beliefs that conflict with employment requirements. An employer who denies an employee’s reasonable accommodation relating to his or her sincerely held religious beliefs, the employee may have a claim for religious discrimination. In addition, Title VII and Ohio law prohibit harassment based on religious affiliation or beliefs.
Religious discrimination can come in different fashions, but many such claims stem from conflicts between employer work requirements and sincerely held religious beliefs. While an employer’s obligation to make religious accommodations is limited to reasonable accommodations, there are generally numerous reasonable accommodations, including flexible scheduling, voluntary substitutions or shift swaps, job reassignments and lateral transfers, modification of grooming requirements and other workplace practices, policies and/or procedures.
If you have been refused a reasonable accommodation, subjected to an adverse employment action, or wrongfully terminated based on your sincerely held religious beliefs, contact our office for a consultation to discuss your rights.