Religion in the workplace is a very touchy and often confusing subjects for employers and employees. Employment law has tried to set down some rules to make this subject easier but it is a continuous battle. Most employers may not discriminate based on religion, but what do you do if someone’s religion effects your business in a negative way? On the other hand, what do you do if your religion is not accepted by your employer for unethical reasons? Some companies can openly and legally engage in religious discrimination. Employers and employees can both be placed in a predicament.
The First Amendment states “Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press, or the right of people peaceably to assemble, and to petition the Government for a redress of grievances.” (Congress, 1789) The First Amendment prevents the government from establishing an official religion. Citizens have freedom to attend a church, synagogue, temple or mosque of their choice — or not to attend at all. The First Amendment allows us to practice our religion the way we want to. This made lead you to assume religion should not be considered a problem in the workplace. Many companies do take on a perspective of relativism with the subject of religion. (Relativism is the idea that one's beliefs and values are understood in terms of one's society, culture, or even one's own individual values. (Mosser, 2013)) Many religions have articles of clothing or jewelry to show what religion they believe in. Is asking a religious employee to remove their cross or headscarf a violation of their personal rights?
The Civil Rights act of 1964 states a) It shall be an unlawful employment practice for an employer (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or...