EEOC Issues New Publications on Religious Dress and Grooming Practices in the Workplace | Practical Law

EEOC Issues New Publications on Religious Dress and Grooming Practices in the Workplace | Practical Law

The Equal Employment Opportunity Commission (EEOC) has issued two new publications addressing workplace rights and obligations under Title VII of the Civil Rights Act of 1964 (Title VII) regarding accommodations for religious dress and grooming practices. The publications are intended to provide practical guidance and advice to employers and employees based on EEOC litigation.

EEOC Issues New Publications on Religious Dress and Grooming Practices in the Workplace

by Practical Law Labor & Employment
Published on 07 Mar 2014 • USA (National/Federal)
The Equal Employment Opportunity Commission (EEOC) has issued two new publications addressing workplace rights and obligations under Title VII of the Civil Rights Act of 1964 (Title VII) regarding accommodations for religious dress and grooming practices. The publications are intended to provide practical guidance and advice to employers and employees based on EEOC litigation.
On March 6, 2014, the EEOC announced that it issued two new publications addressing employer and employee rights and responsibilities under Title VII concerning religious dress and grooming rights in the workplace in response to an increase of religious discrimination charges filed with the agency.
To provide practical advice to employers and employees on complying with Title VII, the EEOC published:
Under the law, employers are required to make religious accommodations to allow applicants and employees to follow religiously-mandated dress and grooming practices unless doing so poses an undue hardship to the employer's business operations. Employers may refuse to grant requests for accommodations sought by employees for secular reasons.
Topics discussed in the publications include:
  • A thorough explanation of Title VII's protections against religious discrimination and harassment in the workplace.
  • When an employer's duty to consider an accommodation request is triggered.
  • Steps employers must take after receiving requests to accommodate religious clothing and grooming practices.
  • Potential claims against employers for failing to accommodate these requests.
  • Examples of common religious dress and grooming practices.
  • Guidance for employers when questioning the legitimacy of an applicant or employee's request.
  • Prohibitions on job segregation because of an employee's religious garb or practice.
  • Ways to accommodate religious practices while ensuring workplace operations are not disrupted.
  • Tips to prevent and address workplace harassment and retaliation against employees who request religious accommodations.
  • Examples of when these requests have posed undue hardships on employers.
  • Additional resources for more information on religious rights and discrimination in the workplace.