Religion

Frequently Asked Questions

• What is religious discrimination?

  Religious discrimination involves treating an apprentice or applicant for apprenticeship unfavorably due to any aspect of the apprentice’s or applicant’s religious observance and practice, including religious belief. Religious discrimination can also involve treating someone differently because that person is married to, or associates with, an individual of a particular religion. The law also prohibits workplace or job segregation based on religion (including religious garb and grooming practices), such as assigning an apprentice to a non-customer contact position because of actual or feared customer preference.

• What employment actions are prohibited?

  The apprenticeship EEO regulations, as well as Title VII of the Civil Rights Act of 1964, forbid discrimination on the basis of religion in all aspects of employment – recruiting, hiring, and advancement; wages and benefits; work assignments; discipline, layoffs, and discharge; provision of related instruction; and any other term, condition, or privilege of employment.

  Harassment on the basis of religion is also a form of discrimination. Unwelcome workplace harassment based on a protected characteristic, such as religion, is unlawful when complying with or tolerating it is made a condition of employment, or when it creates an intimidating, hostile or offensive working environment that interferes with the individual’s work performance. Sponsors are responsible for taking certain steps to prevent and correct religious harassment by supervisors, journeyworkers, co-workers and/or other apprentices, or customers. More information on preventing harassment can be found on the Anti-Harassment Resources page.

  Apprentices also have the right to be free from intimidation and retaliation for opposing religious discrimination or for participating in inquiries into such discrimination in their workplace.

• What are reasonable accommodations related to religion?

  Sponsors are required to reasonably accommodate an employee whose sincerely held religious belief, practice, or observance conflicts with a work requirement, unless the sponsor can demonstrate that doing so would pose an undue hardship on the conduct of business. Some reasonable religious accommodations might include: granting leave for religious observances; providing a time and/or place to pray; allowing employees to swap shifts to accommodate religious observance; and permitting employees to wear religious garb, such as a head covering or scarf.