Los Angeles Religious Discrimination Lawyer
We advocate for employees facing religious discrimination in Sherman Oaks, Los Angeles, and the San Fernando Valley. We fight against unfair treatment, harassment, or denial of accommodations based on your faith, ensuring your rights are protected under California law. Let us help you hold employers accountable for respecting your beliefs in the workplace.
Religious discrimination in the workplace remains a significant issue, with thousands of cases filed annually. According to the Equal Employment Opportunity Commission (EEOC), nearly 10% of all workplace discrimination claims involve religion. In California—a state celebrated for its diversity—employees are still denied accommodations, targeted for their faith, or penalized for standing up for their rights. The law is clear: employers must respect and accommodate religious practices unless doing so causes undue hardship. But too often, these rights are ignored.
When the system fails you, Fraigun Law Group is here to fight back.
What is Religious Discrimination in the Workplace?
Religious discrimination occurs when an employer treats an employee unfairly because of their religious beliefs, practices, or lack of religious affiliation. It includes denying accommodations, creating a hostile environment, or retaliating against employees for requesting accommodations. Whether it’s requiring an employee to work on religious holidays, banning religious attire, or tolerating harassment, these actions are not just wrong—they’re illegal under both federal and California law.
Violations of Religious Discrimination in the Workplace
Despite strong legal protections, employees continue to face religious discrimination in various forms, including:
• Denying requests for prayer breaks, religious attire, or holiday observances.
• Retaliating against employees who file complaints or request accommodations.
• Enforcing dress codes that prohibit religious symbols, such as hijabs or yarmulkes.
• Requiring participation in religious activities against the employee’s beliefs.
• Creating a hostile work environment with derogatory remarks or jokes about an employee’s faith.
What Laws Protect Against Religious Discrimination in the Workplace?
Religious rights in the workplace are protected under several federal and California laws, including:
• Title VII of the Civil Rights Act of 1964: Prohibits religious discrimination and requires employers to provide reasonable accommodations unless doing so causes undue hardship.
• California Fair Employment and Housing Act (FEHA): Extends protections to smaller employers (five or more employees) and provides broader remedies under California law.
• First Amendment of the U.S. Constitution: Protects individuals from government interference with religious practices.
• California Constitution, Article 1, Section 4: Guarantees the free exercise and enjoyment of religion for all Californians.
• These laws provide a robust framework to protect employees from discrimination, retaliation, and harassment in the workplace.
How Do I know if my rights have been violated?
Your rights may have been violated if your employer has:
• Denied your request for religious accommodations without proving undue hardship.
• Retaliated against you with demotion, termination, or other punitive measures after you requested accommodations.
• Allowed or ignored harassment from colleagues regarding your faith.
• Penalize you for not participating in activities that conflict with your religious beliefs.
If you’ve experienced any of these actions, it’s critical to consult a knowledgeable attorney who can assess your situation and help protect your rights.
How to Prove religious discrimination at work
Proving religious discrimination involves gathering evidence and presenting a clear case. Here’s how to strengthen your claim:
1. Document Incidents: Keep detailed records of denied accommodations, discriminatory remarks, or retaliatory actions, noting dates, times, & witnesses.
2. Submit Formal Complaints: File written complaints with your employer or HR to create a paper trail.
3. Collect Evidence: Save emails, memos, or any communications that show discriminatory behavior.
4. Witness Testimonies: Ask colleagues who witnessed the incidents to provide statements.
5. Consult an Attorney: Work with Marina Fraigun to develop a legal strategy tailored to your case under Title VII and FEHA protections.
Why Choose Fraigun Law Group for Religious Discrimination Cases?
When your rights are violated, you need an attorney who understands the law and is fearless in taking on employers who break it. Marina has the legal insight and tenacity to hold employers accountable for religious discrimination. Whether you’ve been denied accommodations, retaliated against, or subjected to harassment, Marina listens to your story, crafts a strategic plan, and fights tirelessly for justice. Her deep knowledge of Title VII, FEHA, and cases like Groff v. DeJoy ensures that your case is handled with precision. Marina’s compassionate yet bold approach means you’re not just another client—you’re a priority. Don’t let your employer’s unlawful actions go unchecked—contact The Fraigun Law Group today to reclaim your rights and protect your future.
Common Questions About Religious Discrimination
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DOES MY EMPLOYER HAVE TO ACCOMMODATE MY RELIGIOUS BELIEFS OR PRACTICES?
Yes. Employers must provide reasonable accommodations for religious practices unless doing so creates an undue hardship, defined as significant operational difficulty or expense under Title VII and FEHA
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WHAT ARE YOU ENTITLED TO RECOVER IN A RELIGIOUS DISCRIMINATION CASE?
You may recover back pay, emotional distress damages, attorney fees, and, in some cases, punitive damages to deter future violations. California law under FEHA often provides broader remedies than federal law.
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HOW DOES GROFF V. DEJOY IMPACT RELIGIOUS ACCOMMODATION RIGHTS?
The Supreme Court ruling in Groff v. DeJoy strengthened employee protections by redefining “undue hardship,” requiring employers to demonstrate substantial hardship before denying accommodations.
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CAN MY EMPLOYER FIRE ME FOR FILING A COMPLAINT ABOUT RELIGIOUS DISCRIMINATION?
No. Retaliation for filing a discrimination complaint is prohibited under Title VII and FEHA, and employers who retaliate can face severe penalties.
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ARE EMPLOYERS REQUIRED TO ALLOW RELIGIOUS DRESS OR GROOMING PRACTICES?
Yes. Federal and state laws mandate that employers allow religious attire, such as hijabs or yarmulkes, unless it poses a legitimate safety concern or undue hardship.
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WHAT SHOULD I DO IF MY EMPLOYER REFUSES A RELIGIOUS ACCOMMODATION?
Document the denial and reasons provided by your employer. Consult an attorney like Marina Fraigun to evaluate the validity of the refusal and determine the next steps.
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DO SMALLER EMPLOYERS HAVE TO FOLLOW THESE LAWS?
Yes. FEHA applies to employers with five or more employees, ensuring broader protections for California workers.
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CAN I BE REQUIRED TO PARTICIPATE IN ACTIVITIES THAT CONFLICT WITH MY BELIEFS?
No. Forcing employees to participate in activities that conflict with their religious beliefs violates Title VII and FEHA protections.
Take the First Step With Fraigun Law Group
Religious discrimination isn’t just a legal issue—it’s a direct attack on your fundamental rights. Marina Fraigun is committed to fighting for employees who face discrimination because of their faith. With her unmatched determination, deep knowledge of California and federal laws, and personalized approach, Marina will fight to ensure your case is heard and your rights are upheld. Don’t let your employer’s unlawful actions go unanswered—contact The Fraigun Law Group today and take the first step toward justice.