The summaries below explain federal and Minnesota employment laws in everyday language. They are general information only, not legal advice. Every situation is different. If you believe your rights have been violated, talk to an employment attorney about the facts of your case.
Both Title VII and the Minnesota Human Rights Act prohibit discrimination based on religion in hiring, firing, promotion, pay, and benefits. "Religion" is defined broadly under federal law. It includes not only established faiths but also sincerely held moral and ethical beliefs that play a similar role in a person's life. Political and social beliefs, however, are not covered. Minnesota law also prohibits employers from asking job applicants questions about their religion. In one well-known Minnesota case, business owners who questioned job applicants about their religious beliefs and promoted only members of their own faith were found to have violated the law — their sincere religious motives were no defense.
Reasonable accommodation. Title VII requires employers to reasonably accommodate an employee's religious beliefs and practices — such as scheduling around a Sabbath, allowing religious dress or grooming, or permitting time off for religious observance — unless doing so would impose an undue hardship on the business. An employer does not have to give the employee their preferred accommodation; a reasonable one is enough. And an employer may be liable for refusing to hire an applicant to avoid a religious accommodation even if the applicant never expressly asked for one — as in the Supreme Court case of a Muslim applicant turned away because her headscarf conflicted with the company's "look policy." Several courts have held that Minnesota law requires religious accommodation as well.
There are limits. Employers generally are not required to override a seniority system or take away other employees' contractual rights to accommodate religion. Religious organizations may prefer members of their own faith for certain roles, and under the "ministerial exception," courts will not second-guess a religious institution's choices about its ministers and other employees who carry out its core religious mission.
These summaries reflect the law as described in current legal reference materials and are provided for general education. Laws change, deadlines are strict, and small facts can make a big difference. If you have questions about your specific situation, begin a free case evaluation to discuss your situation.