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Religious accommodations in employment can be highly controversial, but under the law, treating an employee unfavorably due to their religion, is considered discrimination. The law protects people with sincerely held moral, ethical, or religious beliefs. Although accommodations can vary, the important thing is to find a solution that works for both the employer and worker. When one company revoked an accommodation, it opened the worker up to harassment for his religious beliefs. The EEOC filed a lawsuit, which was just settled.
According to the EEOC’s lawsuit, Wheeler Trucking, DBA Wheeler Trucking Inc. and Wheeler Logistics, Inc., gave their employee, Charles R. Lynch, III, Saturdays off to observe the Sabbath. Lynch is Torah Observant and Israeli. Although this accommodation seemed to be working for both the company and the employee, at some point, the company reversed its position and revoked the religious accommodation.
In some fashion, Lynch was exposed as an Israeli, which opened him up to mocking by other employees for his religious beliefs. Lynch was also harassed for being likened to a terrorist. The EEOC contends Lynch was subject to discrimination and retaliation, violating Title VII of the Civil Rights Act of 1964.
The resolution
The EEOC first attempted to reach a pre-litigation settlement with Wheeler Trucking out of court. When that wasn’t possible, a lawsuit was filed in U.S. District Court for the Northern District of Ohio Eastern Division. A settlement was reached before the case went to trial that includes $65,000 in monetary relief for Lynch. The consent decree also requires Wheeler Trucking to train their managers and employees about discrimination and retaliation under Title VII. The EEOC will also monitor the company for a period of time. Wheeler Trucking will provide reports to the EEOC about any complaints.
Philadelphia District Office Regional Attorney Debra Lawrence said, “The EEOC is committed to remedying and preventing harassment because of race and religion and to ensuring that employers do not retaliate against workers because they engage in protected activity.”
Get more information about religious discrimination from the EEOC here.
