New York City Religious Discrimination Lawyers
Experienced Lawyers Representing Clients Nationwide
Religious discrimination is treating someone in an unfavorable way based on religious beliefs. Federal, state, and city laws prohibit religious discrimination and harassment. These laws cover organized religion, as well as sincerely held ethical and moral beliefs that are not connected with a major world religion. The New York City religious discrimination attorneys at Levine & Blit, PLLC represent applicants and employees who have suffered religious discrimination.
If you have experienced discrimination or harassment based on your religious beliefs, call (646) 461-6838 for a phone evaluation.
Unlawful Discrimination in the Workplace
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. In addition, religious discrimination is prohibited by state law and New York City Human Rights law. The law covers discrimination in hiring, promotions, or job assignments, harassment based on religion, and requires that employers make reasonable accommodations for an employee’s religious beliefs.
The law prohibits discrimination and harassment in:
Hiring and firing
Job assignments and promotions
Any other terms of employment
Offensive remarks and harassment based on a person’s religion
Requiring employees to participate or not participate in a religious activity
When work harassment becomes so frequent and pervasive that it contributes to a hostile work environment or it results in employment decisions that harm the employee, such as being denied a promotion or fired, it is against the law. Our New York City religious discrimination lawyers can inform you of your rights and help protect you against discrimination.
Accommodations for Religious Beliefs in the Workplace
In addition to protection from discrimination and harassment, the law requires that employers provide reasonable accommodations for an employee’s religious beliefs and practices. Some examples of this include flexible scheduling, allowing employees to voluntarily swap shifts, job reassignments, and accommodations for dress and grooming policies.