Most Indiana residents know that they’re protected from religious discrimination at work under both state and federal law. Since religion is considered a protected characteristic (like gender, age and disability), employers can’t let it interfere with hiring, promotion, and termination and decisions. They also cannot permit harassment of an employee based on their religion.
There are some exceptions for religious-based employers like churches, schools and religious organizations. However, these exceptions typically don’t apply unless an employee’s position involves religious duties. For example, the religious beliefs of a maintenance worker in a school or church likely wouldn’t be relevant to their work and wouldn’t be a legal reason for not hiring them.
Accommodations for an employee’s beliefs and practices
Employers covered under the law are required to make “reasonable accommodations” for a person’s religious beliefs unless doing so would cause “undue hardship” to the employer. That’s essentially the same requirement as for employees with disabilities.
In this case, it can include allowing employees to wear clothing required by their religion, such as a Hijab or turban, or for men to have facial hair. It includes allowing employees to take religious holidays off. Typically, it’s best when employees and employers can work out a way in which employees can follow their religion without causing undue hardship to their employer.
Protections allow for diversity of beliefs and practices
These religious protections extend beyond the “major” religions like Christianity, Judaism, Islam and Hinduism. According to the U.S. Equal Employment Opportunity Commission (EEOC), they apply to those with any “sincerely held religious, ethical or moral beliefs.” Someone can have a strong moral or ethical belief that is separate from any religion.
Employers also need to be aware that people may follow different branches of the same religion. That can mean different holidays (for example, Eastern Orthodox Christmas) and different practices. Even people within the same branch of a religion may have different practices. An employee shouldn’t be denied reasonable accommodations just because another employee of the same faith doesn’t request them.
If an employee believes they’re facing religious discrimination, it’s best if they can resolve the matter with their employer. If that doesn’t work or they suffer retaliation for asserting their rights, it’s smart to consider getting experienced legal guidance.
