Religious Discrimination in the Minnesota Workplace

Religious Discrimination in the Minnesota Workplace

Have you been discriminated against by your employer because of your religion or religious beliefs? Have you asked your employer for a reasonable religious accommodation and have they refused to provide it? Have you been treated differently than your colleagues and co-workers because of your religious beliefs? If so, you may have been subjected to illegal discrimination in the workplace.

Religious Discrimination Laws in Minnesota

There are two sets of laws that protect individuals against religious discrimination in the workplace, federal and Minnesota state laws. Title VII of the U.S Code, 42 U.S.C. § 2000e makes it illegal for an employer to fail or refuse to hire or discriminate against an employee or job applicant because of that employee’s religion. Similarly, the Minnesota Human Rights Act (MHRA), is Minnesota’s state law which also prohibits religious discrimination in the workplace (MHRA). Under most circumstances, if an employer breaks these laws and discriminates against an employee because of a person’s religion or perceived religious beliefs, an employee has the right to bring a lawsuit against his or her employer to pursue monetary and emotional damages as a result of the discrimination.

Reasonable Accommodation for religion in Minnesota

Employers are required to reasonably accommodate an employee’s religious beliefs and practices as long as doing such would not create an undue hardship for the employer. Depending on the circumstances, reasonable accommodations could include:

  • Schedule changes or days off work for religious beliefs or religious ceremonies;
  • Allowing an employee to wear a head covering to work such as a yarmulke or Muslim headscarf;
  • Providing the employee time to pray or for other required religious practices;

In Minnesota, a reasonable religious accommodation that creates an undue hardship for the employer, does not need to be accommodated by the employer. Generally, if an employee is seeking a religious accommodation from his employer, the two parties are expected to engage in an interactive process to attempt to reach a resolution that works for both the employee and employer.

If you have been the victim of Religious Discrimination in Minnesota, contact Kuhlman Law, PLLC

If you or a loved one has been victimized by religious discrimination in the workplace or have been terminated as a result of your religious beliefs, contact Kuhlman Law, PLLC today. Minnesota and U.S. anti-discrimination laws protect your rights and depending on the facts of your case, you may be entitled to back pay, front pay, emotional harm damages, and punitive damages to punish your employer for their conduct. There are time limits, known as statute of limitations, to bring a claim for statute of limitations for religious discrimination. If you fail to meet these statutes of limitation it could preclude you from bringing your claim, so act quickly if you have been discriminated against.

To learn more and schedule a free consultation with Minneapolis Employee Rights Lawyer Christopher Kuhlman, call 612 349 2747.