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EEOC Reaches Significant Settlement in Prayer Accommodation Case

August 22, 2017/in Blog, News

On August 6, 2017, the EEOC reached a significant settlement in a case against Electrolux. The case involved claims by a group of Muslim employees who were denied religious accommodations. The employees had asked the company to allow them to break their fast shortly after sunset in accordance with the observation of Ramadan, the Islamic […]

With Rise of Hate Groups, Laws Prohibiting Harassment at Work are Important Tools

August 18, 2017/in Blog

With the apparent increase of hate speech and hate groups on the rise in the United States, it is important for employees to keep in mind their rights to be free from hostility and harassment at work under federal and state law. Title VII of the Civil Rights Act of 1964 (“Title VII”) prohibits discrimination […]

EEOC Reaches Significant Settlement in Prayer Accommodation Case

August 22, 2017/in Blog, News

With Rise of Hate Groups, Laws Prohibiting Harassment at Work are Important Tools

August 18, 2017/in Blog

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EEOC Reaches Significant Settlement in Prayer Accommodation Case

August 22, 2017/in Blog, News

On August 6, 2017, the EEOC reached a significant settlement in a case against Electrolux. The case involved claims by a group of Muslim employees who were denied religious accommodations.

The employees had asked the company to allow them to break their fast shortly after sunset in accordance with the observation of Ramadan, the Islamic holiday that involves fasting from dawn to sunset every day for approximately one month annually. Electrolux changed its break time policies and interfered with the employees’ religious practices.

The claims were brought by the EEOC under Title VII of the Civil Rights Act of 1964. That law requires employers to attempt to make reasonable accommodations to employees if it does not cause any undue hardship to the employer. Minnesota law provides similar protections as well.

The settlement is a significant victory for all parties. It allows the Muslim employees to practice their sincere religious beliefs, while not causing an undue burden on the employer. Terms of the settlement include:

Electrolux will adjust break time schedule during the entire month of Ramadan to allow Muslim employees to pray and break their Ramadan fasts shortly after sunset in a safe environment, away from the production area.
Electrolux will also provide training to its employees at the St. Cloud facility on the requirements related to religious accommodation under federal law.
The company also agreed to report to the EEOC all future requests it receives for religious accommodations and how the requests were addressed by the company.

Ramadan began on August 9, shortly after the parties’ settlement in this case.

Teske Katz Kitzer & Rochel handles all types of employment law claims, including religious discrimination and failure to accommodate. Our firm has represented Muslim employees on a group basis for failing to provide reasonable religious accommodations.

If you have questions about your right to religious accommodations, contact Teske Katz Kitzer & Rochel today.

With Rise of Hate Groups, Laws Prohibiting Harassment at Work are Important Tools

August 18, 2017/in Blog

Title VII of the Civil Rights Act of 1964 (“Title VII”) prohibits discrimination based on sex, race, color, national origin, and religion. It generally applies to employers with 15 or more employees, including federal, state, and local governments. The Americans with Disabilities Act (ADA) protects employees based on disability, and the Age Discrimination in Employment Act (ADEA) protects people based on age. The Minnesota Human Rights Act (MHRA) provides similar protections for employees in Minnesota, and generally applies to any employer, regardless of size.

These laws also prohibit harassment, or a “hostile work environment,” for these same protected classes. For example, both Title VII and the MHRA prohibit an employer from maintaining a hostile work environment on the basis of race or religion. Put another way, the law protects employees from being harassed because of their race or religion (or any other protected status).

In order to qualify as a “hostile work environment” under the law, an employee must experience conduct, including acts or words, that are either severe or pervasive, and based on a protected class (such as race or religion). The harassment must be unwanted, and it must be objectively offensive to a reasonable person. Examples of racial harassment (also called hostile work environment) include hanging a noose in a workspace, using racial slurs or epithets, or repeatedly using racial or similar stereotypes about coworkers.

According to a recent study, many employees find their workplace hostile—as many as one in five employees believes they have experienced hostility at work. At the same time, racial and religious hate groups still continue to exist throughout the United States, including in Minnesota. According to the Southern Poverty Law Center, hate groups are on the rise.

One way to combat hateful speech and conduct is to know and enforce your rights under federal and state employment laws. If you believe that you have been targeted because of race, sex, gender, sexual orientation, religion, age or disability, or experience harassment or hostility at work, contact Teske Katz Kitzer & Rochel today.

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