Atlanta Religious Discrimination Attorneys
Holding Georgia employers accountable for discriminatory practices and policies
Atlanta employees observe a wide variety of faiths. Sometimes finding the right balance between exercising one’s faith and being respectful of other faiths can be difficult in communities and in the workplace. To ensure that the correct workplace balance exists, there are federal and state laws that govern how employers should create this balance. When employers fail to comply with these laws, employees can file a religious discrimination complaint against the employer.
Buckley Bala Wilson Mew LLP represents employees when employers cross the lines. Our Atlanta discrimination lawyers are respected by former clients and the legal community for our commitment and record of success ensuring that employees are treated fairly. Employers have a duty to understand what accommodations and adjustments they must make to accommodate your religious beliefs. We hold employers responsible when they fail to follow the religious discrimination laws that regulate hiring, firing, promotion, and other employment opportunities.
This was my first time having to seek legal counsel on an employment issue so I was a bit nervous about the process. I was referred to Ed Buckley by a friend I respect and trust, and one that has over 20 years of experience in law. Mr. Buckley made the process much less intimidating for me. Many thanks to Mr. Buckley and team for helping me. I'd definitely hire them again. – Google review
Case Evaluation
How can we help?
- What laws protect employees from religious discrimination and harassment in Atlanta?
- What employer actions are considered discriminatory?
- What is the duty to accommodate an employee’s religious beliefs?
- Are there limits on how Atlanta employees can practice their religion at work?
- What remedies do you assert when employers discriminate based on religion?
- Do you have a religious discrimination attorney near me?
What laws protect employees from religious discrimination and harassment in Atlanta?
Title VII of the Civil Rights Act of 1964 prohibits religious discrimination and harassment based on an employee’s religious beliefs. This law also protects you if your employer retaliates against you for complaining about religious discrimination or for participating in someone else's religious discrimination case.
Title VII applies to all organized religions; to employees with sincerely held religious, ethical, or moral beliefs, as well as employees who lack such beliefs or practices. Title VII also applies if an employee suffers discrimination or harassment because they are married to someone or associated with someone who practices a particular faith.
Title VII applies to both discrimination and harassment.
- Religious discrimination. Title VII applies to hiring, firing, benefits, training, and all other terms and conditions of employment that are based on a person’s religion.
- Religious harassment. The EEOC states that harassment includes offensive remarks about an employee’s religious beliefs or practices. “Offhand” comments may become actionable rights violations when they happen so often or they’re so severe that the comments create “a hostile or offensive work environment or when it results in an adverse employment decision.” Title VII applies to harassers who are “the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.”
What employer actions are considered discriminatory?
Religious discrimination can take many forms. Sometimes it is overt, and sometimes it is built right into the policies of a business or work environment. Our Atlanta religious discrimination attorneys represent employees who have been subjected to discriminatory practices such as:
- Dismissing a candidate based on religion
- Creating a dress code that denies some employees the right to wear certain items of clothing or religious symbols
- Denying an employee of a religion certain benefits, including overtime, paid time off, company perks, or other benefits that other employees enjoy
- Denying an employee a promotion based on religion
- Segregating employees based on their religion
- Allowing customers, vendors, or other third parties to harass, bully, or intimidate employees
- Forcing employees to engage in religious practices outside their faith
- Refusing to make reasonable accommodations for employees based on their religious faiths
- Refusing to recognize certain religious holidays while celebrating others
- Refusing to allow employees of a certain faith to take time off in observance of holidays
- Creating work schedules that preclude certain employees from practicing their faith outside of work
Adverse treatment includes the complete loss of a job opportunity and/or being treated differently than other employees in the company due to your religious beliefs or lack thereof. Buckley Bala Wilson Mew LLP takes great pride in our ability to show how you’ve been adversely affected and why your adverse employment condition is due to your religious beliefs.
What is discriminatory segregation?
According to the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces Title VII, the Civil Rights Act of 1964 also prohibits employers from segregating employees based on their religion. For example, employers cannot segregate an employee based on their faith by assigning an employee to a position where the employee would not come into contact with certain customers due to concerns about the customer’s preferences.
What is the duty to accommodate an employee’s religious beliefs?
If you follow a recognized religious faith, and your faith requires you to engage in certain practices or wear certain types of clothing while in the workplace, your employer must make reasonable efforts to accommodate you. That means allowing you to wear a religious head covering or engage in prayers, as long as the practice does not place an undue burden on your employer.
Your employer must accommodate you unless it would be prohibitively expensive for it to do so, your religious practice would interfere with the operations of your employer's business or present a safety hazard or imposes some other undue burden. For example, if you work with heavy machinery, your employer may prohibit you from wearing long or flowing robes if it can show that your clothing poses a real safety hazard.
Examples of reasonable religious accommodations include flexible scheduling, job reassignments, shift substitutions and swaps, and other changes to workplace policies or practices. Religious accommodations also include schedule changes so employees can observe religious holidays.
Religious accommodations also include accommodating an employee’s dress and grooming policies. Examples include religious dress including clothing on a person’s head, hairstyles, and facial hair. Some religions prohibit certain garments.
Employees should communicate with their employers about the accommodations they need.
Are there limits on how Atlanta employees can practice their religion at work?
Yes. Employers do have a right to conduct their business so they can make a profit or achieve their goals.
Employers do not have to accommodate an employee’s religion if the accommodation would affect workplace safety, workplace efficiency, the rights of other employees, is too expensive, or requires other workers to do more than their share of the work.
Employers cannot impose their religious views on their workers. Employers also cannot permit you or a co-worker to impose your/their religious views on others – or permit other employees to impose their views on you. For example, you cannot be required to attend prayer meetings. Worship at work should not interfere with your ability to do your job.
What remedies do you assert when employers discriminate based on religion?
Our Atlanta religious discrimination lawyers are ready to assert your rights in court if necessary. We demand compensation for your financial losses and demand that the discriminatory or harassing treatment stop. You may also be entitled to punitive and statutory damages.
In addition, the EEOC states that religious discrimination victims may be entitled to out-of-pocket costs caused by the discrimination (such as the costs associated with finding a new job) and compensation for any emotional harm (such as mental anguish or loss of enjoyment of life).
Some limits on compensatory and punitive damages may apply depending on the size of the employer.
Do you have a religious discrimination attorney near me?
Buckley Bala Wilson Mew LLP is based in Atlanta. We meet employees at our office located at 600 Peachtree St. NE, Suite 3900. Our Atlanta employment discrimination attorneys conduct phone and video consultations by appointment, and proudly serve clients throughout Georgia, including those in Athens, Augusta, Columbus, Gainesville, Macon, Marietta, and Savannah.
Our employment law attorneys fight for all victims of discrimination and harassment, including employees who wish to honor their religion while serving their employer.
Speak with our Atlanta religious employment attorneys today
Buckley Bala Wilson Mew LLP fights for all employees. If you suspect that your employer has discriminated against you because of your religious faith, you don't have to turn the other cheek. Fight back and stand up to intolerant employers. Our experienced Atlanta religious discrimination attorneys can help you eliminate religious discrimination in your workplace. We assert your rights before the EEOC, administrative law judges, and trial judges when employers cause you to suffer financially and emotionally. Our Atlanta employment lawyers represent workers throughout Georgia. To get started on your case, please call or contact us today to schedule a consultation.
Related: