KNOW YOUR RIGHTS:

Everyone should ask his/her Human Resources personnel or other representatives for a copy of your employers policy regarding religion in the workplace. There are many places who do not have this, but in places that do, this is a major help. Read it thoroughly and keep it in a safe place at home.

Basic Rights include:
Holiday Observances - unless an employer can prove that it will cause undue hardship, they must allow observances of religious holidays.

Employers are also restricted from inquiring about an employee's future availability at certain times.

Dress Code - employers may not maintain a restrictive dress code in direct conflict with an employee's religious obligations.

Discrimination - it is illegal for an employer to fire or refuse to hire an employee based solely on their religion. It is also illegal for employees to be passed over for promotion, excluded from special training programs, or demoted for religious reasons.

In 1997, Pres. Clinton issued guidelines for federal employees (government workers) regarding religion in the workplace.
Although they are only applicable to federal workers, these guidelines have been used by many business as a framework for their own religious policies.

The guidelines include:
Expression in Private Work Areas - Religious expressions in areas not open to the public are respected in the same way that non religious expressions are allowed. Specifically, members are allowed to have religious literature at their desks and include religious icons or posters in their work area.*
*Now this is for federal employees in the USA and may not apply to most private industry jobs.

Expression Among Fellow Employees:
Employees are entitled to discuss their religious views privately, as long as those views are not harassing to fellow workers. They are also entitled to display religious messages on clothing, an wear religious medallions or jewelry outside of their clothing.

Coercion of Employees - a supervisor is not permitted to use his or her position of authority to coerce employees to change their behavior regarding religion.

Supervisors are not allowed to require employee attendance at religious events or use religious factors to determine an employee's status in the company.

Harassment - employees are protected from the use of repeated derogatory or inflammatory comments about their religion, whether by supervisors or fellow employees. This includes repeated harassment or unwelcome proselytization, exclusion of the employee from work groups, or repeated verbal attacks.

Unfortunately, harassment and discrimination do exist in the workplace despite the guidelines and laws passed in the USA.

PROTECT YOURSELF FROM HARASSMENT: According to a 1997 survey, the most common religion related problems in US workplaces were proselytizing and religious harassment. No one should be forced to contend with a hostile work environment, yet many of alternative faiths 'take it' daily, fearing reprisals or firing should they speak up.

By taking a few precautions, you can excercise your rights to religious expression without fear of reprisal from supervisors or coworkers.

Your EO Officer -

Most larger firms employ an Equal Opportunity Officer. This person is in charge of making sure that the company complies with all of the EEOC guidelines and regulations. If you practice a minority religion, or one that is often misunderstood by the general public, make sure that your EO officer understands the facts about your faith BEFORE any problems arise.

"Good Employee" - the most common ruse to rid a workplace of an unwanted employee is "poor performance". Make sure that you're prepared!

If you receive notes or post-it notes commending your work, keep them in a file with the date and nature of the work. Keep your awards and commendations, along with dates. Keep these at home and in a safe place. If you are fired for poor performance, your file will be invaluable in proving your case.

Pocket Journal - if someone makes a rude or derogatory comment about your faith, write it down in a small notebook, along with the date, time, place, and any witnesses to the conversation. Not only will it discourage harassment, but you will also have a record of repeated offenses should you ever need to complain to your superiors. Keep a backup copy at home in a safe place.

Religious expression in the office is a balance between faith and business. Don't attempt to make your work area into a "temple away from home". Use coworkers examples and office policy to determine what you should, or shouldn't, place on your desk and walls.

Don't Apologize - you have the right to your beliefs.

If someone starts a religious discussion that you don't like, tell them politely that you aren't interested. Xtains stating they will "pray" for you is harrassment and intimidation in legal terms on the job. If they persist, inform them of your civil rights and refer them to the EEOC guidelines on religion in the workplace. If that doesn't work, report them to a superior. Remember to keep a record of all of the details- names of everyone concerned, date, time, place, etc.

Sometimes, even the strongest warnings and complaints have little or no effect on discrimination. In that case, you may need to report your employer to the U.S. Equal Employment Opportunity Commission (EEOC) LINK the government agency charged with protecting your civil rights.

Charges of discrimination based on religion MUST be filed within 180 days of the incident. Charges may be filed in person, by mail or by telephone by contacting the nearest EEOC office. If there is not an EEOC office in the immediate area, call toll free 800-669-4000 or 800-669-6820 (TDD) for more information.