No Excuse for Religious Discrimination

Religious Discrimination according to the Equal Employment Opportunity Commission, involves treating a person (applicant or employee) unfavorably because of his or her religious beliefs. It can also involve treating someone differently because that person is married to or associated with an individual of a particular religion or because of his or her connection with a religious organization/group. Today, most twenty-first century managers are familiar with Title VII of the Civil Rights Act of 1964, which states that failing or refusing to accommodate an employee’s religious practices, or taking adverse employment action based on a person’s religion can result in charges of discrimination (EEOC). Therefore, managers should not use or inquire about an individual’s religious beliefs unless an accommodation is requested.

Some religious discrimination cases can be technical, while others can be ambiguous. However, in the following case, the level of discrimination can clearly and easily be detected. In 2011, the EEOC filed a lawsuit on behalf of Umme-Hani Khan (plaintiff) agains...