b'Are there any special state laws on religious rights: The TexasEEOC and a jury to decideafter Rosie spends thousands on Labor Code mimics Title VIIs protections but goes one stepthe assistance of counsel.further. Retail employers must respect an employees request to be off to attend regular worship service on one day per week. Hanukkahvs.Christmas:MichaelisJewishandafaithful Common Situations: adherent to all Jewish holy days. His employer, like so many companies,closesforChristmas,notHanukkah.Michael Tattoo me religious: Dot is a sales representative for Maes Inkrequests that the company allow him to be off in celebration Works, a purveyor of the finest inks. She decides on a whim toof Hanukkah and other Jewish holy days. The employer offers get a tribal tattoo around her bicep. She likes it so much thatMichael the opportunity to take those days off without pay as she insists on wearing sleeveless shirts all the time. Mae is nota reasonable accommodation to his request. Michael, in turn, hip to tattoos and feels the customers who buy her inks will beoffers to work over Christmas to make up some of that time. put off by Dots tat. Mae insists that Dot cover the tattoo at allHisemployeragrees. Alliswell.However,whathappensif times while working. Dot does not like Maes policy and talksthecompanysclosureforChristmaspreventsMichaelfrom to her tattooed friends about the issue. They turn her on to thedoing his job? Must the company pay Michael for his time off? Church of Body Modification. Dot joins and tells Mae she wouldGenerally, no. It is considered reasonable accommodation to be violating her religious beliefs not to show the tattoo. Whatallow employees unpaid leave (or the use of vacation) during happens? No employers life is complete until he or she has athose days if the company is closed over Christmas.run in with the Church of Body Modification. This is a common dodge for employees. Unfortunately, the answer is unclear. IfWhat Should I Do:Mae can show lost sales or complaints about the tattoo, sheGood:Countupyourworkerseveryfewmonthstoknow may have an out. Of course, the beliefs of this church present awhether the law applies to you. Once you have more than 15 problem for Dot. She is not required to show her tattoo. Unlessworkers, institute an anti-discrimination policy including religious she can show a strong belief and moral basis, she may be outdiscrimination.of luck.Better: In addition to developing a policy, control who is permitted Google liability: Rosie is in the habit of Googling applicants toto interview and make material decisions about employees to see what she can learn about them before an interview. In herbe sure they are aware of the concerns of religious and other examination of one applicant, she discovers that the person isdiscrimination.a regular runner in a group through her church. Knowing that running is not a protected class, Rosie displays her knowledgeBest: In addition to the items above, create job descriptions for in the interview of the prospect. Ultimately, Rosie chooses toeach position. Use the job descriptions to prepare advertisements hire someone else, and the applicant files an EEOC chargefor positions, to ask objective interview questions, and to create claiming religious discrimination and relying on what Rosie musta uniform and objective performance review system to avoid have found on the Internet. Has Rosie done anything wrong?accidentally discriminating against someone based on religion.Yes and maybe. Rosie should not Google applicants, or at least she should not tell the applicants what she finds. If she did not feel the need to show off her knowledge, the applicant may have never known she looked. As to discrimination, it will be up to the 56'