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These protections also extend to those who profess no religious beliefs.Questions about religion in the workplace have increased as religious pluralism has increased.The law requires an employer or other covered entity to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer's business.Under the First Amendment, Americans enjoy two freedoms with respect to religion: the right to be free from a government-imposed religion, and a right to practice any religion.Some charges of religious discrimination may raise multiple claims, for example requiring analysis under disparate treatment, harassment, and denial of reasonable accommodation theories of liability. If you have been denied work or a promotion, harassed at work, or denied an accommodation at work because of your religious beliefs or practices, or because of your lack of certain religious beliefs you may have recourse. Congress passed the Religious Freedom Restoration Act (RFRA) in 1993.Because of our country's great diversity, employers may hire employees from a great variety of countries and religious backgrounds.In an ideal work environment, the religious beliefs of a given employee, or of the employer, do not create conflicts.

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Some states may also provide additional protections for workers against religious discrimination, and may provide additional requirements beyond those required under federal law for accommodating the religious practices of employees.

What should I do, as an employee, to avoid or resolve religious conflicts at work? What can I do if I am being discriminated against or denied an accommodation for my religious practices? Does my employer, or prospective employer have a responsibility to provide me with an accommodation, when they reasonably know I need one, even if I did not ask for one? Can my employer prevent me from taking off on religious holidays or my day of worship? What if workers with more seniority already have my day of worship off? I think I was retaliated against because I asked for religious accommodations. In a recent job interview, the employer asked if I could work Thursday through Sunday each week. I told my supervisor that I need Saturday off for religious reasons, but he doesn't believe me and started asking all kinds of personal questions about my religious beliefs. Beyond this, employers must also take steps to prevent religious discrimination from other employees as well.

Can I be denied employment by a religious organization on religious grounds? Can I dress according to my religious customs or beliefs on the job? Can my employer restrict my religious practices during free time at work (during my breaks or lunch hour)? Put simply, this means that employers cannot treat employees more or less favorably due to their religion, and employees cannot be required to participate in, or refrain from participating in, a religious activity as a condition of employment.

In a 2001 survey of human resource professionals conducted by the Society for Human Resource Management and the Tanenbaum Center for Interreligious Understanding, 36% of human resource professionals who responded reported an increase in the religious diversity of their employees in the preceding five years.

Further, the number of religious discrimination charges filed with EEOC has more than doubled from 1992 to 2007, although the total number of such charges remains relatively small compared to charges filed on other bases.