Religion is one of the most confusing areas in employment law and also one of the fastest growing areas of employee complaints and concerns.
According to the Equal Employment Opportunity Commission, religious discrimination charges have increased 50 percent in the last 10 years.
A major reason for this is that many religions require various duties and practices, such as acknowledgment of different holidays, diet, attire, manners of wearing one’s hair and beard, and types of prayer -- any of which could lead to conflict with existing employment policies and coworkers’ beliefs.
For example, consider how a non-Christian employee feels when holiday parties are called Christmas parties, or when work schedules conflict with the employee’s own religious observances.
Finally, the COVID 19 pandemic and mandatory vaccinations required employers to consider reasonable accommodation request from employees with claimed sincerely held religious objections to such vaccinations.
Employers recognize it is essential to establish a work environment where differences are treated with respect and inclusion. Diversity, equity and inclusion training programs should include religious differences along with other areas of diversity.
Iowa and federal law prohibits three forms of religious discrimination:
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