Amid growing Islamophobic sentiments in the U.S., religious discrimination in the workplace has been on the rise lately.
Religious freedom, protected by the First Amendment, is no longer respected by many employers in our country.
In fact, since 1997, religious discrimination cases have doubled in the U.S. Workplaces are now as diverse as never become, which serves as the main reason behind the ever-growing number of religious discrimination cases.
Although both federal and state laws in California protect employees from all forms of discrimination for religious beliefs, collecting evidence of an employee’s discriminatory actions may be a daunting task.
In fact, according to thousands of discrimination claims in the U.S., the employer usually doesn’t manifest signs of religious bias in the hiring process.
Instead, it’s much common for employees to be discriminated against for their religious beliefs in the workplace and/or trying to obtain accommodation for their religious beliefs.
Only an experienced religious discrimination attorney can determine whether an employee is entitled to pursue a claim for religious discrimination. A lawyer will look for the following elements in your case:
Here at The Rager Law Firm, our religious discrimination attorney will thoroughly investigate your particular case to find evidence and file a lawsuit on your behalf.
While we may try to negotiate an out-of-court settlement with the employer if it helps you obtain the maximum compensation you deserve, we always pave the way for a court settlement of your case.
As practice shows, however, no employer would want to risk his and/or his company’s reputation for a religious discrimination lawsuit. These cases never end well for the employers.
Many religious discrimination claims are caused after the following accommodation requests from employees have been refused:
The Rager Law Firm will help you file a religious discrimination charge with the EEOC in your best interests. Our law firm will look into your particular case to find the most efficient strategy in obtaining the maximum compensation for your damages.
Note: you must file the charge no longer than 180 days after the alleged discriminatory act took place.
After the charge is filed, you and your employer will have the opportunity to settle it out of court. If the claim has grounds for a religious discrimination lawsuit, the charge will go to court.
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