Is Religious Discrimination the Reason Your Job Duties Changed?
Both California and federal employment laws prohibit discrimination based on religion. If a customer complains about an employee's religious dress or appearance and the employee is suddenly moved to a non-customer facing role, the employee may choose to consult with an employment attorney.
Religious AccommodationsAccording to Title VII of the Civil Rights Act, employers with 15 or more employees must provide reasonable accommodations for employees' religious beliefs. Accommodations may include scheduling changes to allow an employee time to observe certain religious holidays or rituals as well as modifications to workplace dress policies. Employers who fail to provide religious accommodations, or who engage in tactics such as involuntary job reassignments or segregation as a means to try to keep an employee out of the public eye, are violating the law and should be held accountable.
Opening a DiscussionEmployees who believe that they are the victims of workplace religious discrimination should discuss their concerns with their supervisor or company's human resources department. Unless a request to move back into a prior customer-facing role somehow decreases efficiency in the workplace, compromises safety, infringes on the rights of your coworkers or causes burdensome or potentially hazardous work, your employer should approve your request. If you are denied, you may have other options, including legal recourse.