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Religious Discrimination
Title VII of the Civil Rights Act of 1964 protects employees from being treated differently or unfavorably because of their religious beliefs. Additionally, Title VII requires agencies to reasonably accommodate an employee’s religious beliefs or practices, such as allowing someone who observes a Friday evening Sabbath to have flexible scheduling, voluntary shift substitutions or swaps, job reassignments, or modifications to workplace policies or practices. Agencies must also make accommodations to dress or grooming practices done as part of an employee’s religious observation. For example, unless it creates an undue burden, agencies must allow employees to wear particular head coverings such as a yarmulke, a headscarf, or Rastafarian dreadlocks. If you are facing discrimination because of your religious beliefs or practices, or need assistance in requesting a religious accommodation, the attorneys at Tully Rinckey PLLC can represent you.
Tully Rinckey, PLLC can represent clients at every stage of the federal government’s EEO process, from initial EEO counselor contact all the way through appeals in federal court. Call 202-787-1900 today for a consultation on your issue.
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Neil McPhie – Ask the Lawyer
By Neil A.G. McPhie Q: What do you do if you accuse an agency of racial discrimination and it responds with some bogus explanation? A: Agencies usually respond to allegations of discrimination made in Equal Employment Opportunity (EEO) complaints with …
EEOC Bans Discrimination Against Ex-Cons
Convicted criminals and other people with arrest records should find it easier to land a job, thanks to a new policy announced last week by the Equal Employment Opportunity Commission. Policy bans employers from using arrest and conviction record as …
Washington Area Appointments for the Week of May 7
Tully Rinckey of the District appointed Raven L. Hall attorney in its federal employment law practice.
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“Gross Waste”: Do Fed Employees Know It When They See It?
By Mark D. Roth Employees who see wrongdoing by their superiors are rightfully cautious in deciding to “blow the whistle” on fraud, waste, and abuse for fear of retaliation. The latest striking example of federal employees’ reluctance to disclose obvious …
Federal Employees Face Uphill Battle to Improve the Worst Agencies
By Mathew B. Tully There’s bad, and then there’s really bad. A majority of federal employees braved the political and economic storms that hit the federal government in 2011 with their job satisfaction and commitment only declining by 1.5 percent, …
White Lies Can Leave Dark Stains on Federal Careers
By Mathew B. Tully With executive branch agencies facing tighter budgets and looking harder at the bottom line, federal employees have come under intense scrutiny. Naturally, with this greater scrutiny comes a greater fear of making mistakes. There is also …
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National Training Program – Federally Employed Women – July 16-20, 2012
Joanna S. Friedman, Esq. will be presenting on several topics regarding EEO Rights for the Federally Employed Women’s 2012 National Training Program in Detroit, MI. Joanna will provide training on topics ranging from EEO Complaints to Employee Relations and Security …
Issues in Federal Labor Relations – May 9, 2012
Presenter: Mark D. Roth, Esq. Date: Wednesday, May 9, 2012 Time: 10:15am to 12:00pm Location: Brookings Institution Tully Rinckey PLLC’s Senior Counsel and Union Development Specialist Mark D. Roth will be speaking at the Brookings Institution. This presentation will be …
Employer Obligations to Military Personnel Under USERRA and the ADA – April 11, 2012
Presenter Steven L. Herrick, Esq. will provide employers’ counsel with a review of legal obligations employers owe returning and disabled U.S. military personnel. Steve is part of a panel that will focus on requirements under the USERRA, ADA, FMLA and …
