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Encountering Religion in the WorkplaceThe Legal Rights and Responsibilities of Workers and Employers$
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Raymond F. Gregory

Print publication date: 2011

Print ISBN-13: 9780801449543

Published to Cornell Scholarship Online: August 2016

DOI: 10.7591/cornell/9780801449543.001.0001

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Religious Discrimination at Various Stages of the Employment Relationship

Religious Discrimination at Various Stages of the Employment Relationship

Chapter:
(p.42) 4 Religious Discrimination at Various Stages of the Employment Relationship
Source:
Encountering Religion in the Workplace
Author(s):

Raymond F. Gregory

Publisher:
Cornell University Press
DOI:10.7591/cornell/9780801449543.003.0005

This chapter examines acts of religious discrimination at various stages of the employment relationship. A worker who intends to pursue a religious discrimination claim against his or her employer may turn to the Equal Employment Opportunity Commission (EEOC). When a worker files a charge, the EEOC investigates the allegations of discrimination. That investigation typically leads either to a “for cause” finding (there is reason to believe that the worker was subjected to discriminatory conduct) or a “no cause” finding (there is no reason to believe that the employer engaged in discriminatory conduct). This chapter discusses religious discrimination claims asserted during the employment relationship, focusing on the following areas: hiring and promotions; dress codes, general attire, and personal appearance; work assignments; discipline; wages and benefits; transfers; and layoffs. It also considers a number of court cases that illustrate the problems typically encountered by workers as they pursue their religious discrimination claims before the EEOC and the courts.

Keywords:   religious discrimination, employment, Equal Employment Opportunity Commission, for cause finding, no cause finding, hiring, dress codes, court cases, layoffs, promotions

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