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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 703-525-4700 today for a consultation on your issue.

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    Date added: October 8, 2013 Submission Type: Professional Recognition Current employer: Tully Rinckey PLLC Current title/position: Virginia Managing Partner Industry: Legal Services Position level: Managing Partner Position department: Legal Reason for being recognized: Virginia Managing Partner Neil A.G. McPhie of …

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