It is illegal for an employer, employment agency or labor organization to treat an employee differently because of that employee's religious beliefs. If your employer has taken an adverse employment action against you because of your religion, your employer has violated the law. If your employer has 8 or more employees you are protected by state law. If your employer has 15 or more employees, you are protected by both state and federal laws.
It is unlawful for an employer to discriminate against any employee or applicant for employment because of that individual's religion or because of stereotypes associated with a particular religious belief. This prohibition applies to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. In addition to its prohibitions on discrimination, the law also requires your employer to make accommodations for your sincerely held religious beliefs.
What accommodation must be made for a person's religious belief?
A required accommodation is any adjustment to the work environment that will allow the employee to practice his religion. An employer might accommodate an employee's religious beliefs or practices by allowing flexible scheduling, voluntary substitutions or swaps, job reassignments and lateral transfers, modification of grooming requirements and other workplace practices, policies and/or procedures. Any accommodation that imposes an undue hardship on the employer's business is not going to be required. Anything more than administrative costs, diminishes job efficiency or imposes on another employee will be an undue hardship.
In addition, the law prohibits harassment based upon your religious beliefs, as well as retaliation for complaining about illegal conduct or supporting another employee who has complained about illegal conduct.
