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Council on American-Islamic Relations 453 New Jersey Avenue, S.E. Washington, D.C. 20003-2604 Tel: (202) 488-8787 E-mail: cair1@ix.netcom.com

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Your rights as an employee

Federal law makes it illegal for an employer to discriminate against an employee on the basis of their religion, race, or national origin. Title VII of the 1964 Civil Rights Act guarantees your right to:

1) Reasonable religious accommodation. Since federal law defines "religion" as religious practice as well as belief, the failure of an employer to reasonably accommodate your religious practices constitutes discrimination. "Religious practices" includes wearing a beard, hijab, prayer on the job, and going to Jummah prayer. Your employer must accommodate your religious practices unless such an accommodation would create an "undue hardship" (i.e. a safety risk, cost, or conflict with a union seniority system). Remember:

• You must inform your employer in writing that your request is for religious reasons. Keep a copy for your records.
• Request the accommodation in writing.
• Do not pray in hiding.
• Let your employer know at least two weeks in advance before taking a day off for Eid.

2) Fairness in hiring, firing, and promotions. Your employer is prohibited from considering religion (including religious dress, grooming, and other practices) when making decisions affecting your employment status. Recognize discriminatory behavior, which includes:

• Inequitable compensation
• Serious decisions conveyed verbally. (Always get decisions in writing.)
• Action not based on merit.

3) A non-hostile work environment. Your employer must ensure that you are not subjected to anti-Muslim insults, harassment, or unwelcome, excessive proselytizing by your co-workers. You are responsible for informing your employer that such harassment is occurring.

4) Complain about discrimination without fear of retaliation. Federal civil rights law guarantees your right to report an act of alleged discrimination. It is illegal for your employer to retaliate against you for your complaint, even if it is found that you had not actually been discriminated against.