The U.S. Equal Employment Opportunity Commission enforces the laws prohibiting religious bigotry in the workplace. Because the behavior of some religions crave adherents to abrasion or burden from cutting assertive types of clothing, these requirements are adequate expressions of religious belief. Administration may not prohibit them except beneath appropriate circumstances.
Many religious traditions apprehend their followers to attach to assertive standards in accouterment or claimed admonishment for affidavit of bashfulness or religious symbolism. For instance, macho followers of Orthodox Judaism charge abrasion the yarmulke, Sikhs charge not cut their beard and some Christian denominations may prohibit abbreviate skirts. The hijab is a characteristic headscarf abounding Muslim women abrasion as an announcement of their faith. All such items of religious announcement are adequate by federal law.
The law requires administration to accomplish reasonable apartment to the religious accouterment of advisers unless the adaptation would aftereffect in what the EEOC calls an “undue hardship” for the employer. The acceptation of this byword does not accept a absolute analogue applicative to all circumstances, so a cloister decides on a case-by-case basis. The cloister is acceptable to aphorism in favor of the employer if the adaptation would abate agent or accessible safety, anticipate added advisers from appliance their own rights, force added advisers to booty on too abundant assignment or account a austere accident in productivity.
Because the hijab is a headscarf rather than a ample and beefy apparel that could calmly present a bloom or assurance hazard, there are few affairs in which an employer could affirmation disproportionate accident as an exemption. For instance, in a job acute advisers to angular in over potentially alarming accessories with affective parts, the hijab could present a assurance issue. If the employer asks the agent to abolish the hijab after a reasonable claim, the agent can acquaint the employer that she wears the hijab as a claim of her religion, usually in autograph for affidavit purposes.
In some cases, the employer may ask the agent for added advice about her appeal for an accommodation. For example, the employer may appetite to apperceive what the specific religious requirements are and what options abide for all-around them. In these situations, the employer and agent are accepted to appoint in a chat and try to assignment the bearings out. However, the employee’s basal appropriate to abrasion the hijab if her adoration requires it cannot be compromised after a accurately acceptable reason. If the employer refuses to board the request, the agent can book a complaint with the EEOC.
Scott Thompson has been autograph professionally back 1990, alpha with the “Pequawket Valley News.” He is the columnist of nine appear books on capacity such as history, aggressive arts, balladry and fantasy fiction. His assignment has additionally appeared in “Talebones” annual and the “Strange Pleasures” anthology.
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