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  工作场所宗教着装和仪容资料:权利和责任

                      
                        

          
          
                        工作场所宗教着装和仪容资料:权利和责任
            

      翻译此页面
    عربي (Arabic)简体中文 (Chinese, Simplified)繁體中文 - Chinese (Traditional)EnglishKreyòl Ayisyen (Haitian Creole)한국어 (Korean)Русском (Russian)Español (Spanish)Tagalog (Tagalog)Tiếng Việt (Vietnamese)
              Issuing Authority
          

  本文件经美国平等就业机会委员会主席批准发布。该文件的英文版用词选择经过仔细审查,且经该机构领导批准,是唯一的官方指南。此译文是为需要译文的人提供的,但不是官方指南,因为此译文没有经过同样严格的审查和批准程序。
        

  OLC Control Number
                                              EEOC-NVTA-2014-3


        

  Concise Display Name
                                              Fact Sheet on Religious Garb and Grooming in the Workplace: Rights and Responsibilities


        

  Issue Date
                                              03-06-2014


        

  General Topics
                                              Religion


                

  Summary
                                              This document summarizes how Title VII applies to the religious dress and grooming practices of applicants and employees, including when an employer has a legal responsibility to make exceptions to its usual rules or preferences.


        

  Citation
                                              Title VII, 29 CFR Part 1605


        

  Document Applicant
                                              Employees, Employers, Applicants, HR Practitioners


        

  Previous Revision
                                              No


        Disclaimer
          

  The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.第七章宗教合理便利案件中有关过度困难标准的通知。

本文件是在最高法院对 Groff 控诉 DeJoy 案做出裁决之前发布的。(案件编号143 S. Ct. 2279 (2023) )Groff 案件的判决阐明了光显示“花费超过最低限度” ’...不足以符合第七章定义的过度困难”。相反的,最高法院认为“在整体考量本案中的相关因素,包括雇主的业务性质,规模,运营成本的影响后,提供合理便利造成了重大负担时才算存在过度困难”,Groff案件的判决将 取代本网页上的任何相反的信息。更多有关 EEOC 与宗教歧视相关的资源,请到访 宗教歧视。

本简要仅提供基本信息关于联邦就业歧视法中的宗教着装和仪容等有关规定。可在此访问全文问答指南:https://www.eeoc.gov/laws/guidance/religious-garb-and-grooming-workplace-rights-and-responsibilities.

在大多数情况下,1964年《民权法》第七条适用的雇主必须对其一般规则或偏好作出例外规定,以便让求职者和雇员能够采用宗教着装和仪容。宗教着装和仪容的例子有:穿着宗教服装或饰品(例如,基督教十字架、穆斯林头巾、锡克教头巾、锡克教柯尔潘(象征性微型剑));遵守禁止穿某些衣服的宗教禁令(例如,穆斯林、五旬节基督徒或东正教犹太妇女穿着朴素的衣服,不穿裤子或短裙);或遵守剃须或留长发仪式(例如,锡克教不剪头发和胡须、拉斯塔法里式长发绺或犹太教长发绺)。

第七条禁止基于宗教信仰或习俗或缺乏宗教信仰或习俗的不同待遇。除第七条定义的宗教组织雇主外,雇主不得基于歧视性宗教偏好而不给某人工作机会,无论这种偏好是自己的,还是顾客、客户或同事的。第七条还禁止歧视没有宗教信仰的人。顾客偏好不能作为实施歧视的抗辩理由。
	第七条还禁止出于宗教原因(包括宗教着装和仪容)而在工作场所或工作中实施隔离,例如由于客户有偏好或假定有客户偏好而将雇员分配到不接触客户的职位。
	第七条要求雇主在得知为了认真尊重宗教信仰或习俗而需要宗教接纳空间时,对着装和仪容要求或偏好作出例外规定,除非这会造成过度困难。
	要求员工遮盖其宗教服装或品牌或信条,如果违背他们的宗教信仰,则不是合理的安排。
		只有当情况确实对企业运营造成过度困难时,雇主才可因工作场所安全,安保或健康考虑为由禁止雇员的宗教着装或仪容习俗。而不是仅仅因为雇主认为该便利会造成过度困难。
		当为某一宗教提供便利例外时,雇主仍然可以拒绝允许其他雇员出于世俗原因寻求的例外对待。
		无论是同事的不满,还是客户的偏好,都不构成过度困难。
		在所有情况下,建议雇主对任何宗教例外安排请求进行逐案确定,并对管理人员进行相应的培训。
	第七条禁止雇主因为个人从事了受法规保护的活动(包括要求宗教便利安排)而对其进行报复。受保护的活动还包括反对雇员合理认为某一就业歧视法规规定为非法的行为,或根据该法规提出指控、作证、协助或以任何方式参与调查、诉讼或听证会。
	第七章禁止基于宗教的职场骚扰,当雇员被要求或强迫放弃、改变或接受宗教习俗作为就业条件时,或当雇员受到基于宗教的不受欢迎的言论或行为时,均属骚扰行为。寻找当地EEOC办公室,了解有关问题或在适用时间期限内提出歧视指控,请拨打免费电话1-800-669-4000或1-800-669-6820(TTY)了解更多信息。联邦部门求职者和雇员应联系负责所称歧视的机构的平等就业机会办公室,进行平等就业机会咨询。详情请参阅“如何提出就业歧视指控”:https://www.eeoc.gov/zh-hans/filing-charge-discrimination。

除第七条禁止宗教、种族、肤色、民族血统和性别歧视外,EEOC还执行联邦法规,禁止基于求职者或雇员的年龄、残疾或遗传信息的就业歧视。你可以致电1-800-669-4000(TTY 1-800-669-6820)或将书面询问发送至以下地址,与联系EEOC,咨询有助于防止歧视的有效工作场所原则或更专业的问题:Equal Employment Opportunity Commission, Office of Legal Counsel, 131 M Street, NE, Washington, D.C. 20507.Return to top

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