Under Title VII to the Civil Rights Act of 1964, employers are prohibited from discriminating against their employees based on a number of criteria, including religion. Of course, under Title VII, employers are prohibited from making hiring or firing decisions based on a person’s religion, but the protection granted to employees under Title VII goes beyond that. The Equal Employment Opportunity Commission (EEOC) is the federal agency given broad authority to oversee the enforcement of Title VII.
Employers must also allow for certain accommodations to be made for an employee’s religious beliefs. According to the EEOC, the following are examples of accommodations that employers have been required to make based on an employee’s religion:
- Allowing an exception to be made for an employee dress code;
- Permitting an employee to take time off for a religious holiday;
- Excusing an employee from a staff prayer or other religious invocation;
- Granting an employee permission to pray at certain times of the day;
- Keeping an employee off the schedule during their day of Sabbath or worship.