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In California, the Fair Employment and Housing Act and the Title VII Federal Law prohibit employers from discriminating against their employees on account of their religion and religious beliefs. Employers are also legally required to make reasonable accommodations for their employees’ religious observances and religious practices. If you think your employer is targeting you because of your religion, you may want to search online for Lawyer for Religious Discrimination LA and find a competent, experienced employment lawyer.
Do you have a legitimate case for religious discrimination?
Generally, you may have a legitimate case for religious discrimination if you have experienced the following:
• Your employer makes frequent offensive jokes and derogatory comments about your religion.
• Your employer expects you to work on traditional religious days and that interferes with your religious observances and practices.
• Your employer does not permit you to follow your religious dress practice.
• Your employer forces you to follow and participate in their religious practices.
• Your employer does not allow you to participate in an apprenticeship or an employee training program due to your religion.
• Your employer uses your religion as a pretext to refuse you a well-deserved promotion.
• Your employer refuses to give you a raise on account of your religion.
• Your employer takes adverse action against you on account of your religion.
• Your employer does not take steps to prevent the other employees from harassing you and discriminating against you on account of your religion.
Many employment lawyers offer complimentary case evaluations and will advise you on whether your case will be worth pursuing legally and if you will be able to get adequate compensation. If your case does not have a valid legal basis, they may advise you on adopting an alternative course.
Laws that protect against religious discrimination
Protection against unlawful religious discrimination is a civil right and a matter of public policy in California. As mentioned before, the Fair Employment and Housing Act and Title VII Federal Law are concerned with matters related to religious discrimination. Let’s examine these laws.
The Fair Employment and Housing Act (FEHA)
FEHA provides employees with legal protection from religious and other forms of employment discrimination.
The Department of Fair Employment and Housing (DFEH) enforces FEHA, which applies to private and public employers, employment agencies, and labor organizations with five or more employees. FEHA protection applies to regular employees, job applicants, unpaid interns, volunteers, and work contractors. After hiring a lawyer for religious discrimination LA-based employees and other workers can file their complaints with the DFEH. There is a statute of limitation for filing a discrimination claim, so you must file your claim within one year of the date when you experienced the discrimination.
Federal Law—Title VII of the Civil Rights Act of 1964
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion as well as on other grounds. As per this federal law, employers cannot refuse to hire people on account of their religion. They also cannot use religion as a factor to segregate, classify, or limit employees from getting employment opportunities.
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for investigating religious discrimination in the workplace and for enforcing and administering Title VII of the Civil Rights Act of 1964. This federal law applies to local and state governments, educational institutions, and private businesses that employ 15 or more employees, and also to private and public agencies, organizations, and committees that are associated with labor employment, organization, management, apprenticeship, and training. It allows employees to have a substantive limitation period to sue their employers.
Hiring a lawyer for religious discrimination
When hiring a lawyer for religious discrimination LA-based employees need to find one with a lot of experience in handling and resolving employment-related disputes. Many employment lawyers offer new clients a complimentary case evaluation during which they will discuss your situation with you and inform you of the different possible outcomes if you decide to pursue the case. After they accept your case, they will investigate the matter, collect evidence of discrimination, and interview witnesses to corroborate your claims. They may negotiate a settlement or represent you in court.