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  內容須知: 關於工作場所宗教著裝和儀容的:權利和責任

                      
                        

          
          
                        內容須知: 關於工作場所宗教著裝和儀容的:權利和責任
            

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    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
          

  本文件經美國平等就業機會委員會主席批准發布。該文件的英文版用詞選擇經過仔細審查,且經該機構領導批准,是唯一的官方指南。此譯文是為需要譯文的人提供的,但不是官方指南,因為此譯文沒有經過同樣嚴格的審查和批准程序。
        

  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關過度困難標準的通知。

本文件是在最高法院對“格羅夫”控訴 “德喬伊”案作出裁決之前發布的 (案件編號:143 S. Ct. 2279(2023)。 “格羅夫 ”案件的判決闡明了光是「顯示“花費超過最低限度”.....不足以符合第七章定義的過度困難。」相反的,最高法院認為,「在整體考量本案中的相關因素, 包括雇主的業務性質、規模、營運成本的影響後」,「提供合理便利造成了重大負擔時才算存在過度困難」。 ”格羅夫“ 案件的判決將取代本網頁上任何相反的信息。有關平等就業機會委員會有關宗教歧視資源的更多信息,請參閱 宗教歧視。
本內容須知提供了聯邦就業歧視法有關宗教服飾和儀容的基本規定。完整的問答指南請參閱 Religious Garb and Grooming in the Workplace: Rights and Responsibilities

**在大多數情況下,****1964****年《民權法案》第七章適用的雇主必須對其一般的規則或偏好做出例外解釋,以便求職者和員工得以遵循各自的宗教著裝和儀容。** 宗教著裝和儀容的例子包括:穿戴宗教服裝或物品(*例如*、基督教十字架、穆斯林頭巾、錫克教包頭巾、錫克教柯爾潘(象徵性微型劍);遵守禁止某些裝束的禁令(*例如*,穆斯林、五旬節派基督徒或東正教猶太婦女須穿著樸素服裝、不穿長褲或短裙的習俗);或遵守剃鬚或頭髮長度的規定(*例如*、錫克教不剪頭髮和鬍鬚、拉斯塔法裡的辮子或猶太教徒頭部兩側的髮辮)。

**第七章禁止基於宗教信仰或習俗,或缺乏宗教信仰或習俗而區別對待** 。除第七章定義的宗教組織雇主外,雇主不得基於歧視性宗教偏好而不給個人工作機會,無論這些宗教偏好是自己的、還是來自客戶、顧客或同事。第七章還禁止歧視無宗教信仰的個人。**客戶偏好並不能成為歧視指控的辯護理由。**
	**第七章還禁止基於宗教原因(包括宗教服裝和儀容)在工作場所或工作上實施隔離** **(例如由於客戶有偏好或假設有客戶偏好而將員工分配到不與客戶接觸的職位。**
	**第七章要求雇主在了解員工因為宗教信仰或習俗需要合理便利的配合時,就需要對著裝和儀容要求或偏好做出例外處理,除非這樣做會造成過度的困難。**
	要求員工遮蓋其宗教著裝、標記或信仰物品,如果這樣做違反員工的宗教信仰,則不是合理的安排。
		僅當情況確實對企業運營造成過度困難時,雇主才可以基於工作場所安全、安保或健康問題而禁止員工的宗教裝束或儀容,而不是只因為雇主認為合理便利安排會造成過度困難。
		當因宗教原因而提出合理便利的例外時,雇主仍可能拒絕其他員工出於宗教原因尋求的例外。
		同事的不滿和客戶的偏好都不構成過度的困難。
		**在所有情況下,建議雇主對任何要求的宗教例外依照個案的具體情況決定,並對管理部門進行相應的培訓。**
	**第七章禁止雇主因個人從事了受法規保護的活動:包括請求宗教合理便利安排)的報復。** 受保護的活動還包括員工認為某項就業行為違反了就業歧視法,或根據該法規提出指控、作證、協助或以任何方式參與調查、訴訟或聽證會。
	**第七章禁止基於宗教的職場騷擾** **,** 當員工被要求或強迫放棄、改變或接受宗教習俗作為聘用條件時,或者當員工受到基於宗教的不受歡迎的言論或行為時,可能會發生這種情況。**在截止期限內查詢您當地的****EEOC****辦公室,詢問相關問題或提出歧視指控** ,請撥打免費電話 1-800-669-4000 或 1-800-669-6820 (TTY) 了解更多信息。聯邦部門求職者和員工應聯繫負責就業歧視指控的平等就業機會 EEO 辦公室,以啟動 EEO 諮詢。欲了解更多詳情,請參閱「如何提出就業歧視指控」提出歧視指控。

除了第七章禁止宗教、種族、膚色、國籍和性別歧視外,平等就業機會委員會還執行聯邦法規,禁止基於求職者或員工的年齡、殘障或遺傳信息的就業歧視。您可以致電 1-800-669-4000 (TTY 1-800-669-6820) 聯繫 EEOC,詢問有助於防止歧視的有效工作場所政策的問題,或提出更專業的問題,或將書面詢問發送至:Equal Employment Opportunity Commission, Office of Legal Counsel, 131 M Street, NE, Washington, D.C. 20507。Return to top

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