Religious Discrimination No Company is Too Big to Play Fair.

Religious Discrimination Lawyers in Minneapolis

The law prohibits employers from discriminating against employees because of their religious beliefs or lack thereof. Religious beliefs include those required by a religion, atheism, agnosticism, and some other beliefs that are strongly and sincerely held by individuals.

What Constitutes Religious Discrimination?

Title VII of the Civil Rights Act of 1964 (Title VII) and the Minnesota Human Rights Act (MHRA) forbid religious discrimination in any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, benefits, or other conditions of employment. It is also illegal to harass a person because of their religious beliefs or affiliation. For instance, offensive remarks or teasing about a person’s religious beliefs or practices, if so frequent or severe that they create a hostile or offensive working environment, may be illegal religious discrimination.

The law requires employers to make reasonable accommodations for the religious practices of their employees. Examples of reasonable accommodations might include changing work hours or break times, providing time off, assigning different job duties, and allowing religious dress or grooming practices. Employers do not have to make accommodations if doing so would be too difficult or costly for the business such that it would create an undue burden.

Normally, employers may not require employees to follow certain religious beliefs or practices; however, religious organizations such as churches, temples, and mosques are usually exempt from this requirement.

Examples of potential religious discrimination include:

  • You are denied a job, denied a promotion, or fired because of your religious beliefs.

  • Your employer does not allow you to take time off to observe your day of worship or your religious holidays, even though doing so would not hurt your employer’s business.

  • Your employer denies your request to follow your religious practices while on the job, including wearing religious clothing, taking breaks to pray, or avoiding tasks that your religion prohibits, even though such a request would not cause an undue burden on the business.

  • Your boss or co-workers constantly make fun of your religious practices or treat you badly because of your religion.

  • Your employer tells you that you cannot discuss your religious beliefs with your co-workers, or your employer warns, threatens, demotes, or fires you because you discussed your beliefs on the job.

  • Your employer coerces you to abandon, alter, or adopt a religious practice as a condition of your employment.

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  • Nichols Kaster obtained a successful jury verdict for a BNSF railroad employee on a Federal Railroad Safety Act retaliation claim.

  • Nichols Kaster obtained a jury verdict for a task force Special Agent in South Dakota on sexual harassment and retaliation claims.

  • Nichols Kaster confirmed the standard protecting workers from retaliation for verbally reporting to employer violation of wage and hour law in front of the Supreme Court.

  • Nichols Kaster obtained the second-largest settlement ever paid by the City of Saint Paul in an employment suit.

  • Nichols Kaster obtained a jury verdict for a St. Jude medical device sales representative on a retaliation claim and defeated the company’s counterclaim for violation of a non-compete agreement.

Compassion. Strength. Experience. A Voice for Employees and Consumers When They Need it Most

Our team of passionate, talented professionals work every day on advancing and protecting people's rights. No entity is too big to play fair, so please don’t hesitate to reach out to our firm to discuss the details of your situation.