Accommodating religious practices in the workplace

Title VII of the Civil Rights Act of 1964 entitles all employees to reasonable religious accommodation by their employers.In 1998, the Equal Employment Opportunity Commission (EEOC) received 440 complaints from Muslim employees, an increase of 42 percent since 1994.Watermark Donut Co., a franchisee for Dunkin’ Donuts, has provided religious accommodation for its Muslim employees, who make up 40 percent of its workforce.Employees are allowed flexible schedules for Ramadan (month of fasting), religious holidays, the opportunity to perform their five daily prayers, and time to attend Friday prayers. Google(); req('single_work'); $('.js-splash-single-step-signup-download-button').one('click', function(e){ req_and_ready('single_work', function() ); new c. It is against the law to discriminate against anyone in the workplace because of their actual or assumed religious belief or activity.

The Council on American-Islamic Relations (CAIR), a Washington-based Islamic advocacy group, published a booklet called “An Employer’s Guide to Islamic Religious Practices,” to help employers devise and implement policies that can create a culturally sensitive working environment. Employers should become familiar with Islamic practices and the Islamic dress code to ensure religious accommodation in the workplace.Employees are protected from discrimination at all stages of employment including recruitment, workplace terms and conditions and dismissal.Religious belief means holding, or not holding, a religious belief or view that is not against the law.Religious activity means taking part, not taking part or refusing to take part in a religious activity that is not against the law.At a job interview with an insurance company, Mariam, a Muslim, is asked about her religious background.

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