This question has been asked for over 7 years. Is it true?

One thing is certain about this EEOC:  it has decidedly not abandoned its efforts to pursue claims of employment discrimination based upon religion.

Religious discrimination, formerly a backwater of discrimination law, has shot to the forefront in recent years, as I noted in a prior post.   Public policy and the expansion of the reach of Title VII meet claims of religious discrimination.   The political/legal struggles will likely take a while to resolve, if at all.

As I have shown repeatedly, the EEOC has indeed gone after religious discrimination.   Now, the EEOC has announced another settlement of such a case filed against The National Federation of the Blind – for $25,000.

According to the EEOC’s newly-settled lawsuit, the employee is “a practicing Hebrew Pentecostal, a Christian denomination, who abstains from working from sunset Friday to sunset Saturday based on his sincerely held religious beliefs … about two months after [he] started working as a bookkeeper at NFB’s Baltimore office, management told [him that] he would have to work certain Saturdays. [He] explained that he could not work Saturdays due to his religious beliefs and requested a reasonable accommodation, such as working on Sundays or working late on week nights other than Fridays. NFB refused to provide any reasonable accommodation and instead abruptly fired [him].”

As I said many times: accommodation is the key!

The EEOC Has Filed Numerous Cases

I wrote in my prior blog (back on October 2, 2013) about a number of religious discrimination cases involving Seventh Day Adventists, Pentecostals, and Evangelical Christians, and reminded those who accuse the EEOC of ignoring discrimination against certain religious faiths that the record belies their accusations.

As an EEOC attorney said at the time:  “Employers must respect employees’ sincerely held religious beliefs and carefully consider requests made by employees based on those beliefs.  This case demonstrates the EEOC’s continued commitment to fighting religious discrimination in the workplace (emphasis added).”

In one case, the EEOC sued a Pennsylvania coal company for refusing to accommodate (and forcing to retire) an Evangelical Christian woman who had been an employee for 35 years and who refused to submit to a biometric hand scanner to track employee time and attendance, claiming that there was a “relationship between hand-scanning technology and the Mark of the Beast and antichrist discussed in the Book of Revelation of the New Testament and requesting an exemption from the hand scanning based on his religious beliefs.”

The EEOC won that case earlier this year when the jury awarded plaintiff $150,000 in compensatory damages. Moreover, after a hearing the Court recently issued an order awarding her a total of $586,860 in lost wages and benefits and compensatory damages, and permanently enjoining the employer from committing similar acts in the future in violation of Title VII.

Said the EEOC General Counsel, “This victory underscores two important American values: religious freedom and inclusiveness.”  Another EEOC official stated that “Many times when there is a conflict between an employee’s religious beliefs and a work rule, there are easy modifications to company permitting an employee to continue to work without violating his religious beliefs.”