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  宗教歧视

                      
                        

          
          
                        宗教歧视
              


          
  第七障宗教合理便利案件中有关过度困难标准的通知。

第七障宗教合理便利案件中有关过度困难标准的通知。 最高法院对 Groff 控诉 DeJoy 案做出的裁决,(案件编号143 S. Ct. 2279 (2023),阐明了“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”,“提供合理便利造成重大负担时才算存在过度困难”。Groff 案的判决将取代在平等就业机会委员会网页上和平等就业机会委员会文件中的任何相反的信息。

性别歧视是指因为某人的宗教信仰而以不利的方式来对待他(求职者或雇员)。法律不仅保护那些属于佛教、基督教、印度教、伊斯兰教和犹太教等有组织的传统宗教的人,而且还保护那些真诚持有宗教、伦理或道德信仰的人。

因为某人与信仰特定宗教的个人结婚(或与之有关联)就区别对待他,也是宗教歧视。

宗教歧视和工作情况

法律禁止在就业的任何方面存在歧视,包括雇佣、解雇、工资、工作分配、晋升、裁员、培训、附加福利和任何其他雇佣条款或条件。

宗教歧视骚扰

因为某人的宗教而骚扰他是违法的。

骚扰包括对一个人的宗教信仰或做法的攻击性言论等。尽管法律并不禁止单纯的调侃、随意评论或不太严重的孤立事件,但如果骚扰很频繁或严重,从而在工作环境中造成敌意或攻击性,或导致不利的就职决定(如受害者被解雇或降职),则骚扰是非法的。

骚扰者可以是受害者的主管、其他方面的主管、同事或不是雇主员工的人,例如客户或顾客。

宗教歧视和隔离

第七条还禁止出于宗教原因(包括宗教装束和仪容打扮)而在工作场所或工作中实施隔离,例如由于客户有偏好或担心有客户偏好而将员工分配到不接触客户的职位。

宗教歧视与合理便利

法律要求雇主或其他涵盖的实体在合理的范围内配合员工的宗教信仰或习俗,除非在考虑相关因素,包括雇主的业务性质,规模和运营成本影响后,所涉及的特定合理便利会给雇主造成重大负担。这意味着雇主可能需要调整工作环境,以允许员工信奉他/她的宗教信仰。

一些常见的配合宗教便利的例子包括:安排灵活的班表、自愿轮班替换、工作调动以及对工作场所政策或规范的修正。

配合宗教的仪容政策

除非对雇主执行业务带来重大困难,否则雇主必须合理配合员工的宗教信仰或习俗。不仅是容许员工改变班表或因宗教仪式请假,也要尊重员工基于宗教原因的着装或仪容习惯。这些配合可能包括员工的特定头巾或其他宗教服装(例如犹太圆顶小帽或穆斯林头巾)、或留着某些发型或面部毛发(例如拉斯特法里长发绺或锡克教未修剪的头发和胡须)。它还包括配合员工遵守的宗教禁令,不穿某些服装(如长裤或迷你裙)。

当员工或求职者因宗教原因有特定的服装或仪容需求时,必须通知雇主其需求。如果雇主适当的需要更多信息,雇主和员工应该就此需求互相讨论。如果这些要求不会给雇主造成太大困难,雇主应给予配合。

宗教歧视、合理配合与过度困难

如果配合员工的宗教信仰或习俗而对雇主造成过度困难,雇主就不必这么做。若是考虑所有相关因素,包括所涉及的特定便利条件对雇主的业务性质,规模和运营成本的实际影响巨大,就是过度困难。若配合的相关措施因为代价高,危及工作场所安全,降低工作效率,侵犯其他员工权力,或需要其他员工不情愿地做超过他们能力负担的危险或繁重工作,这样的配合则可能是过度困难。

宗教歧视和就业原则/惯例

不得强迫雇员参加(或不参加)宗教活动,将此作为就业条件。
      
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雇主保险

    15名或更多雇员



时限

    180天提起指控
    (可依州法律延长)

    联邦雇员有45天时间与平等就业机会顾问联系



有关详细信息,请参见:

    关于宗教歧视的事实

      1964年《民权法》第七条

      法规:29 C.F.R.第1605部分

      政策与指导

      统计资料



另请参见:

    工作场所宗教装束和打扮:权利和责任

      工作场所宗教装束和打扮资料:权利和责任

      出于宗教、种族或原籍国的就业歧视

      员工问题解答:雇佣真实或疑似穆斯林或中东人士的责任

      雇主问题解答:雇佣真实或疑似穆斯林或中东人士的责任Return to top

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