Somali workers file bias suit against Gold'n Plump

Pioneer Press ^ | 10-3-06 | staff

[nomes11]

Actually the employer does shoulder some of the responsibility based on the basic religious accommodations law founded in Title VII of the Civil Rights Act of 1964.

The legal framework for religious accommodations show that employees must first prove: 1) a genuinely held religious belief; 2) the employer was notified of the belief; and 3) a request for an accommodation of the belief. Following proof, the employer must prove that it could not accommodate the request because doing so would create an undue hardship.

Therefore, you are correct in that your employer had not responsibility to accommodate you because you did not make the employer aware of your belief.

Electrolux was involved in a similar situation in 2003 when suit was brought by the EEOC to afford Muslim employees an opportunity to observe their sunset prayer, and they swiftly came to a voluntary resolution.

One more point is that this controversy is not limited to Muslims, but frequently involve employee with other religious beliefs such as Jew or catholics.

[nomes11]

Unless you can show that it’s a genuinely held belief, you’ll be out money. If you can, have a very relaxing day.