Best Ohio Religious Discrimination Attorney Reply: What if a company won’t hire me because I practice a conservative form of my religion? What can I do if my boss thinks I am less qualified because of my religion? Can my manager discriminate against me because I’m Jewish or Muslim?
What can you do if your boss comes in and says something like, “I can’t have a Mormon manager”? How do you respond when the manager says “Of course, you want a raise, you are a Jew”? Or, can you sue if your employer wrongfully fires you because “we just don’t trust Islamics”?
It is illegal for employers to discriminate based on employees’ religion or religious beliefs. Whether you’re an atheist, Jewish, Mormon, Buddhist, Christian, Hindu, Islam, Protestant, Roman Catholic, or a follower of different religion, Title VII of the Civil Rights Act of 1964 and the Ohio Unlawful Discriminatory Practice Statute, R.C. § 4112.02, prohibit religious discrimination in employment. According to the United States Equal Employment Opportunity Commission (“EEOC“): “Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs.”
In fact, our employment discrimination attorneys have covered numerous situations where an employees may be discriminated against his or her religion on this very blog. (See Can I Oppose My Employer’s Policy Based on My Religious Beliefs?; Is One Offensive Comment Enough To Prove Religious Discrimination?; Can My Employer Discriminate Against Me Because I Am A Vegan?; and What Can I Do If My Employer Will Not Give Me A Religious Accommodation?).
In a particular twist, college campuses have become a hot bed of religious employment discrimination, on both ends of the political spectrum. While conservative institutions have taken actions against more liberal leaning professors, for example the way Wheaton College treated associate professor Larycia Hawkins. In a recent New York Times opt-ed column, columnist Nicholas Kristof writes about the discrimination faced by those in academia working in more left leaning institutions.
In his article, Kristof quotes George Yancey, sociologist at the University of North Texas, comparing race discrimination to religious discrimination: “outside of academia I faced more problems as a black. But inside academia I face more problems as a Christian, and it is not even close.” Yancey conducted a survey among the English and Anthropology departments and found that “59 percent of anthropologists and 53 percent of English professors would be less likely to hire someone they found out was an evangelical.”
Either way discrimination against a person based on her religion or lack thereof is still discrimination and illegal under Federal and Ohio law. Knowing that a person is affiliated with a particular religious belief and then denying a person employment based on that affiliation is not tolerated under the law in any employment setting.
If you feel that you are being discriminated or harassed based on your religion or religious beliefs or that you were wrongfully terminated because of you are Jewish, Muslim, Mormon, Hindu or any other religion, the best course of action you can take is to call the right attorney at 866-797-6040 to schedule a free and confidential consultation. At Spitz, The Employee’s Law Firm, you will meet with a religious discrimination attorney, who will be able to tell you what your legal rights are and the best way to protect them.
The materials available at the top of this religious discrimination blog and at this employment law website are for informational purposes only and not for the purpose of providing legal advice. If you are still asking, “How do I …”, “What should I do …,” “Can my boss discriminate against me because I’m (Jewish/Muslim/Mormon/Hindu)?” or “I was fired for my religious beliefs. The answer to “What can I do?”, is to contact an Ohio attorney to obtain advice with respect to any particular religious discrimination or other employment law issue or problem. Use and access to this employment law website or any of the links contained within the site do not create an attorney-client relationship. The legal opinions expressed at or through this site are the opinions of the individual lawyer and may not reflect the opinions of Spitz, The Employee’s Law Firm, Brian Spitz, or any individual attorney.