EEOC settles religious accomodation case on behalf of Islamic workers
EEOC and Electrolux announced the voluntary resolution of a major religious accommodation case filed on behalf of 165 Somali workers allegedly subjected to discrimination based on religion and national origin.
The case, initiated by a charge filed by the Somali Community Center in Minneapolis, “is being hailed by the Commission as a prime example of how employers should work cooperatively with the federal agency when subjected to a Charge of Discrimination.”
“According to the charge filing, Electrolux was denying religious accommodations to Somali employees who are Muslim and treating them differently than similarly-situated Somali employees with regards to the terms and conditions of their employment. Pursuant to the tenets of the Islamic faith, Muslims . . . must offer at least five daily prayers. Two of these prayers . . . must be observed within a restricted time period of between one and two hours”
Electrolux Muslim employees alleged they were discriminated against “due to their religious beliefs and observance when they were disciplined for using an unscheduled break traditionally offered to line employees on an as needed basis to observe their sunset prayer.”
“Electrolux expressed a desire to work with the EEOC to resolve the case in a manner that would respect the needs of its Muslim workers without creating a business hardship. The resulting agreement affords Muslim employees with an opportunity to observe their sunset prayer. It also provides for a Somali translator at specified occasions and for policies and procedures to be available in Somali,” diversity training, and “a monetary donation to the Islamic Center in St. Cloud, Minnesota to provide needed services to Somali families in the St. Cloud area.”
“The voluntary resolution of this case represents a significant victory for both the employees and the employer.” “We applaud Electrolux for being a model employer and for going beyond what is legally required to create a better work environment for all of its employees. I am pleased that we were able to work cooperatively to resolve this matter in a fair, efficient, and cost-effective manner without the need for further investigation. The settlement is a win-win because it respects the important business interests of the employer as well as the faith-based interests of the Muslim employees. With the growth of religious diversity in the 21st century workplace, all employers should pay attention to the cooperative manner in which this case was resolved and view it as a model example of how to interact with the EEOC.”
“The Commission noted that over the past decade, religious discrimination charge filings with EEOC offices nationwide have increased by 85% from 1,388 in fiscal year 1992 to 2,572 in FY 2002.”
Employers should be aware of the obligation to provide accommodation to employee religious beliefs and practices, as well as to avoid religious discrimination. See EEOC’s “Facts About Religious Discrimination” and regulations on this topic.
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