I Was Denied a Religious Accommodation: What Are My Rights in Maryland?

In a recent article, we discussed employees’ rights to religious accommodations in the workplace. We specifically discussed the protections afforded under Title VII of the Civil Rights Act of 1964—including the requirement for employers to provide religious accommodations unless doing so would cause an “undue hardship.” But, despite these protections, employers don’t always follow the law. Learn what you need to know if your employer has denied your request for a religious accommodation from experienced Maryland employment attorney Jay Stafford and his team.

Wrongful Denial of a Religious Accommodation Constitutes Religious Discrimination

The first thing you need to know is that wrongfully denying an employee’s request for a religious accommodation is considered a form of religious discrimination. As a result, it is prohibited under both Title VII and Section 20-602 of the Annotated Code of Maryland. This means that if your employer has wrongfully denied your request for a religious accommodation, you can—and should—hire a Maryland employment attorney to help you protect your religious freedoms and assert your legal rights.

3 Options for Asserting Your Legal Rights if You’ve Been Wrongfully Denied a Religious Accommodation

Broadly speaking, employees in Maryland have three options for asserting their legal rights in this scenario. Depending on the specific circumstances of your case, asserting your legal rights may involve:

1. Seeking to Resolve the Issue Informally with Your Employer

In many cases, the first step is to seek to resolve the issue informally with your employer. Once you hire a Maryland discrimination lawyer to represent you, your lawyer will be able to evaluate your request and your employer’s response in order to determine whether further action is warranted.

If further action is warranted, your lawyer can then communicate with your employer on your behalf. Your lawyer can explain your rights and your employer’s obligations under state and federal law, and your lawyer can explain why your specific request is reasonable and necessary under the circumstances at hand. If necessary, your lawyer can also work to negotiate an alternative reasonable accommodation that meets your needs without imposing an undue burden on your employer.

2. Filing a Claim with the Maryland Commission on Civil Rights (MCCR)

If resolving the issue informally with your employer isn’t an option, your next step could be to file a complaint with the Maryland Commission on Civil Rights (MCCR). The MCCR handles discrimination complaints under Section 20-602 of the Annotated Code of Maryland, including complaints related to wrongful religious accommodation denials.

Similar to dealing with your employer, while you can file an MCCR complaint on your own, you can also hire a Maryland employment attorney to represent you. Given the complexity of the process and the numerous important decisions you will need to make along the way, we strongly recommend hiring an experienced lawyer to represent you. Learn more: Filing a Claim with the Maryland Commission on Civil Rights (MCCR): What You Need to Know.

3. Filing a Charge of Discrimination with the U.S. Equal Employment Opportunity Commission (EEOC)

Employees who have religious discrimination claims under Title VII can file complaints with the U.S. Equal Employment Opportunity Commission (EEOC). This is also a complex process, and here, too, we strongly recommend hiring an experienced Maryland discrimination lawyer to represent you. Before filing your complaint (or “Charge of Discrimination”) with the EEOC, your lawyer will be able to help ensure that this is the best option under the circumstances at hand—and, if it isn’t the best option, your lawyer will be able to help you pursue one or both of the alternatives discussed above.

To learn more about the EEOC complaint process in religious accommodation cases, you can read: How Do You File an Employment Complaint with the EEOC in Maryland?

Making Informed Decisions is the First Step Toward Taking Legal Action

In all cases, if you believe that your employer has wrongfully denied your request for a religious accommodation, your first step is to ensure that you are making informed decisions based on a clear understanding of your legal rights. Once you are confident that you are pursuing the best course of action under the circumstances at hand, then you can focus on seeking the accommodation (or other remedies) you deserve.

Schedule a Confidential Consultation with a Maryland Employment Attorney at The Law Firm of J.W. Stafford

If you need to know more about your legal rights as an employee in Maryland, we encourage you to schedule a confidential consultation at The Law Firm of J.W. Stafford. To discuss your legal rights with an experienced Maryland employment attorney in confidence, please call 410-514-6099 or tell us how we can reach you online today.