Religious Discrimination Lawyers in Minneapolis

Fighting For Those Who Have Experienced Discrimination Based on Their Religion in Minnesota

Religious discrimination in the workplace can disrupt not only your career but also your sense of dignity and belonging. Employees should never feel targeted or marginalized because of their religious beliefs or practices. If you’ve experienced unfair treatment, harassment, or retaliation due to your religion, you have the right to take legal action. At Nichols Kaster, PLLP,
 our religious discrimination lawyer in Minneapolis can help you navigate your options and pursue justice.

Contact Nichols Kaster, PLLP today to schedule a consultation with our religious discrimination attorney in Minneapolis.

What Constitutes Religious Discrimination?

The law prohibits employers from discriminating against employees because of their religious beliefs or lack thereof. Religious beliefs include those required by a religion, atheism, agnosticism, and some other beliefs that are strongly and sincerely held by individuals.

Title VII of the Civil Rights Act of 1964 (Title VII) and the Minnesota Human Rights Act (MHRA) forbid religious discrimination in any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, benefits, or other conditions of employment. It is also illegal to harass a person because of their religious beliefs or affiliation. For instance, offensive remarks or teasing about a person’s religious beliefs or practices, if so frequent or severe that they create a hostile or offensive working environment, may be illegal religious discrimination.

The law requires employers to make reasonable accommodations for the religious practices of their employees. Examples of reasonable accommodations might include changing work hours or break times, providing time off, assigning different job duties, and allowing religious dress or grooming practices. Employers do not have to make accommodations if doing so would be too difficult or costly for the business such that it would create an undue burden.

Examples of Religious Discrimination

Normally, employers may not require employees to follow certain religious beliefs or practices; however, religious organizations such as churches, temples, and mosques are usually exempt from this requirement.

Examples of potential religious discrimination include:

• You are denied a job, denied a promotion, or fired because of your religious beliefs.
• Your employer does not allow you to take time off to observe your day of worship or your religious holidays, even though doing so would not hurt your employer’s business.
• Your employer denies your request to follow your religious practices while on the job, including wearing religious clothing, taking breaks to pray, or avoiding tasks that your religion prohibits, even though such a request would not cause an undue burden on the business.
• Your boss or co-workers constantly make fun of your religious practices or treat you badly because of your religion.
• Your employer tells you that you cannot discuss your religious beliefs with your co-workers, or your employer warns, threatens, demotes, or fires you because you discussed your beliefs on the job.
• Your employer coerces you to abandon, alter, or adopt a religious practice as a condition of your employment.

What Proof Do I Need in a Religious Discrimination Case?

This evidence can come in various forms, including:

Adverse Employment Actions

Discrimination often manifests through negative employment decisions such as:

• Denial of promotions
• Unwarranted terminations
• Exclusion from important projects or opportunities
• To prove this, you’ll need documentation such as performance reviews, emails, or other records that show a pattern of unequal treatment

Harassment Based on Religion

If you’ve been subjected to offensive comments, slurs, or ridicule related to your religion, these behaviors may constitute harassment. Gather evidence by:

• Keeping a detailed record of incidents, including dates, locations, and individuals involved
• Saving emails, text messages, or voicemails that demonstrate the harassment
• Identifying witnesses who can corroborate your experiences

Failure to Accommodate Religious Practices

Employers are required to make reasonable accommodations for employees’ religious practices, as long as these do not impose an undue hardship on the business. Examples of accommodations include:

• Flexible scheduling for religious holidays
• Adjustments to dress code policies to allow for religious attire.
• Permission to observe prayer times
• Evidence of an employer’s refusal to provide accommodations, despite your requests, can support your case. Retain any written requests and the employer’s responses

Retaliation

Employers cannot retaliate against you for reporting religious discrimination or requesting accommodations. Retaliation can include:

• Demotions
• Pay cuts
• Negative performance evaluations after filing a complaint
• Keep a record of any adverse changes in your job status following your report of discrimination

Policies or Practices with Disparate Impact

Sometimes, a workplace policy that seems neutral may disproportionately affect employees of a specific religion. For instance, a no-head-coverings rule could unfairly target individuals who wear religious headgear. Evidence such as policy documents and testimonies can demonstrate the discriminatory impact.

Contact Us Today

When you face religious discrimination, navigating the legal process can feel overwhelming. A religious discrimination lawyer in Minneapolis from Nichols Kaster, PLLP, is here to help you fight back. You deserve to work in an environment free from discrimination and harassment. Let us help you hold your employer accountable and protect your rights. Take the first step today. Contact Nichols Kaster, PLLP, to schedule a consultation and discuss your case with our Minneapolis religious discrimination lawyers.

Call (877) 344-4628 or complete our online contact form for assistance from our Minneapolis religious discrimination lawyers.