Los Angeles Religious Discrimination
The the first amendment of the United States Constitution provides that individuals have the freedom to choose and practice their religion without discrimination.
The the first amendment of the United States Constitution provides that individuals have the freedom to choose and practice their religion without discrimination.
The the first amendment of the United States Constitution provides that individuals have the freedom to choose and practice their religion without discrimination. These protections extend to the workplace, as employers are prohibited from discriminating against employees on the basis of religion. Employers also have an affirmative duty to provide reasonable accommodations for employee’s religious beliefs or observances. You are probably asking yourself if you can sue your employer for religious discrimination.
Religious discrimination occurs when an employer treats an employee unfavorably due to his or her religious beliefs. The Fair Employment and Housing Association (FEHA) protects not only people who believe in traditional religions such as Christianity, Catholicism, Judaism, Islam, Hinduism, Buddhism, but also those who have sincere beliefs in religions not listed.
Religious discrimination occurs when an employer treats an employee unfavorably due to his or her religious beliefs. The Fair Employment and Housing Association (FEHA) protects not only people who believe in traditional religions such as Christianity, Catholicism, Judaism, Islam, Hinduism, Buddhism, but also those who have sincere beliefs in religions not listed.
Common Forms of Religious Discrimination in the Workplace
Religious discrimination manifests itself in numerous different ways. However, the law forbids your employer from discriminating against you on the basis of religions in the following forms:
Under the Equal Employment and Opportunities Commission’s (EEOC) guidelines, a private business employer with 15 or more employees who worked for the employer for at least twenty calendar weeks in the year must provide reasonable accommodations to an employee so that they me able to practice their religious beliefs.
This means that unless providing the accommodation would cause more than a minimal burden on the employer, they must provide reasonable adjustments to the employees work religious freedom is upheld. Some examples of reasonable accommodations for religious belief include:
California’s Fair Employment and Housing Association (FEHA) is similar to the EEOC in upholding religious freedom, however, the requirements apply to employer’s with 5 or more employees.
A statute of limitations refers to the amount of time you have to file a lawsuit in a court of law. If you do not file within the time permitted of a statute of limitation, then you lose the chance to recover for your damages. Wrongful termination lawsuits have a statute of limitations.
If you are suing for religious discrimination, you have 180 days from the date of last discriminatory act to obtain a right-to-sue letter from the Equal Employment Opportunity Commission (EEOC). After this you have 90 days to file suit in a court of law. On the other hand, the Department of Fair Employment and Housing (DFEH) gives you one year from date of last discriminatory act to obtain a right-to-sue letter. After obtaining the right-to-sue letter, the DFEH gives you another to file a lawsuit in State court. Therefore, your wrongful termination case is time sensitive, so you must act fast in contact a lawyer to preserve your rights.
The religious discrimination lawyers at Miracle Mile Law Group are specially trained in handling religious discrimination lawsuits. If you believe you have been wrongfully terminated or discriminated against because of your religion, contact a Los Angeles Religious Discrimination Lawyer today. These cases are very time sensitive so give us a call at (888) 244-0706 or contact us online for a FREE case evaluation. Remember, we do not take a single dollar unless WE WIN!