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Interesting article and lawsuit, thought I'd share. Has anyone had a problem with religious beliefs at their employment? Are your religious beliefs respected? Thought this might be a good discussion today. This is out of Tennessee.
Religion can be trouble in workplace
By PAMELA REEVES, Anderson, Reeves & Cooper P.A.
December 21, 2003
A case filed in federal court in Nashville two weeks ago illustrates why employers need to make sure their employees' religious beliefs remain outside the workplace.
The case was filed by a woman who adheres to the Baha'i faith, a sect that believes several religious figures are equally authentic messengers of God.
The lawsuit alleges that when she was fired, she was told that she was being fired before the Christmas season because her mere presence in the workplace would ruin her co-worker's holidays.
The plaintiff also alleged that other co-workers told her that they were praying for her soul and that the office manager gave her a framed picture of Jesus. She claims that her termination notice contained a letter from her supervisor that said, "Realize why Jesus Came. Recognize his Holy Name. Receive Jesus Christ into your heart. Rely on Jesus everyday."
While it is too early to predict the outcome of this lawsuit, it is safe to say that the actions of the co-workers have, at a minimum, created a potential for liability.
Title VII of the Civil Rights Act of 1964 prohibits discrimination in the terms and conditions of employment based on religion in companies with 15 or more employees. The Tennessee Human Rights Act prohibits religious discrimination for employers with eight or more employees.
It is difficult for employees to realize that their desire to share their religious beliefs with co-workers can be a form of religious discrimination. Many have strong religious convictions that they should share their faith with others. Unfortunately, this type of behavior in the workplace can create concerns.
Companies should make sure that their supervisors are aware that attempts to impose religious beliefs can be a violation of law. In particular, supervisors should be trained to avoid this type of behavior personally and to take affirmative action to make sure that co-workers are not harassing other employees.
This is not to say that one can never discuss religion in the workplace. It is fine to invite someone to attend church or to answer questions about religious beliefs. The problems occur when an employee begins to harass a co-worker about religious beliefs or makes religion such a focus that it begins to affect the terms and conditions of employment.
While the Christmas season is definitely a time for many of us to take stock of our religious beliefs, it is also a time to remember that those beliefs are personal. The workplace is simply not a pulpit.
It may be difficult in this part of the country to accept this fact, but the New Year will be a lot happier if the company and its employees are not having to spend their time defending a religious discrimination lawsuit.
Pamela Reeves is a partner in the Knoxville law firm Anderson, Reeves & Cooper P.A. Because factual situations vary, competent legal counsel should be consulted for individual advice.
Copyright 2003, Knoxville News-Sentinel Co.
Religion can be trouble in workplace
By PAMELA REEVES, Anderson, Reeves & Cooper P.A.
December 21, 2003
A case filed in federal court in Nashville two weeks ago illustrates why employers need to make sure their employees' religious beliefs remain outside the workplace.
The case was filed by a woman who adheres to the Baha'i faith, a sect that believes several religious figures are equally authentic messengers of God.
The lawsuit alleges that when she was fired, she was told that she was being fired before the Christmas season because her mere presence in the workplace would ruin her co-worker's holidays.
The plaintiff also alleged that other co-workers told her that they were praying for her soul and that the office manager gave her a framed picture of Jesus. She claims that her termination notice contained a letter from her supervisor that said, "Realize why Jesus Came. Recognize his Holy Name. Receive Jesus Christ into your heart. Rely on Jesus everyday."
While it is too early to predict the outcome of this lawsuit, it is safe to say that the actions of the co-workers have, at a minimum, created a potential for liability.
Title VII of the Civil Rights Act of 1964 prohibits discrimination in the terms and conditions of employment based on religion in companies with 15 or more employees. The Tennessee Human Rights Act prohibits religious discrimination for employers with eight or more employees.
It is difficult for employees to realize that their desire to share their religious beliefs with co-workers can be a form of religious discrimination. Many have strong religious convictions that they should share their faith with others. Unfortunately, this type of behavior in the workplace can create concerns.
Companies should make sure that their supervisors are aware that attempts to impose religious beliefs can be a violation of law. In particular, supervisors should be trained to avoid this type of behavior personally and to take affirmative action to make sure that co-workers are not harassing other employees.
This is not to say that one can never discuss religion in the workplace. It is fine to invite someone to attend church or to answer questions about religious beliefs. The problems occur when an employee begins to harass a co-worker about religious beliefs or makes religion such a focus that it begins to affect the terms and conditions of employment.
While the Christmas season is definitely a time for many of us to take stock of our religious beliefs, it is also a time to remember that those beliefs are personal. The workplace is simply not a pulpit.
It may be difficult in this part of the country to accept this fact, but the New Year will be a lot happier if the company and its employees are not having to spend their time defending a religious discrimination lawsuit.
Pamela Reeves is a partner in the Knoxville law firm Anderson, Reeves & Cooper P.A. Because factual situations vary, competent legal counsel should be consulted for individual advice.
Copyright 2003, Knoxville News-Sentinel Co.
