FAQs About Clothing And Grooming Under Religious Discrimination Laws

Religion is as fundamental to a person’s existence as race, gender, and ethnicity, so it makes sense that US and Florida laws prohibit religious discrimination in the workplace. Title VII of the Civil Rights Act of 1964 makes it unlawful for an employer to treat employees or job applicants differently because of their religious beliefs. This prohibition impacts all terms and conditions of employment, bringing up an important question about workplace attire: Can an employer impose policies that affect an employee’s religious beliefs on clothing and grooming? Many religions have profound convictions on what is acceptable, not acceptable, and required by their followers.

At the same time, anti-discrimination laws do give some authority to employers in certain situations regarding an employee’s attire. It can be difficult to understand your rights considering the complicated statutes and exceptions, so you should consult with a West Palm Beach employment lawyer for specifics. Plus, a few answers to frequently asked questions about clothing and grooming may help you understand the important points.

 What actions by an employer are prohibited? The general rule is that companies cannot discriminate on account of religion when hiring, firing, and establishing other terms of employment. Specifically, employers cannot:

• Treat those of certain religions differently with respect to any aspect of employment;
• Engage in workplace harassment on account of religion;
• Retaliate against an employee who files a complaint about religious discrimination; or,
• Refuse to provide reasonable accommodations for workers who request them, so they can conform to sincerely held religious beliefs. 

How do the laws apply to employer policies on clothing and grooming? Bearing in mind these prohibitions, the key with religious attire in the workplace is the concept of reasonable accommodations. In almost all cases, companies are required to make exceptions – i.e., provide a reasonable accommodation – that enable a worker to observe religious clothing and grooming practices. 

When can an employer legally take action regarding clothing? As mentioned, companies do have some control over the policies they implement for their workforce. If the employee’s request for religious accommodation causes undue hardship on the employer’s business, the company is not required to grant it. Rarely will clothing or grooming have a significant impact on operations, but an employer may be justified – particularly when the attire presents safety concerns. For instance:

• At longer lengths, Rastafarian dreadlocks can get caught in machinery.
• A hospital could lawfully prohibit surgeons from wearing a Muslim hijab or Sikh turban when they interfere with surgical caps and could cause contamination.
• An employee who works around radiation and certain machinery might be properly forbidden to wear a metal Catholic cross.

A South Florida Religious Discrimination Attorney Can Answer Additional Questions 

This information is useful, but you will need personalized advice if your employer treats you differently because of clothing or grooming that aligns with your religious beliefs. To learn more about your rights, please contact Sconzo Law Office at 561-279-6114 or via our website. We can set up a no-cost consultation with a Palm Beach County religious discrimination lawyer.

Source:

eeoc.gov/statutes/title-vii-civil-rights-act-1964#:~:text=Title%20VII%20prohibits%20employment%20discrimination,Pay%20Act%20of%202009%20