July 9, 2014
Nursing Home Prohibited Religious Headwear and Fired Worker in Retaliation Federal Agency Charges
BIRMINGHAM, Ala. – A Jasper, Ala., nursing home violated federal law when it refused to allow a Muslim employee to wear a hijab (the traditional covering for the hair and neck that is worn by Muslim women) on the job, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a workplace discrimination lawsuit filed June 30. EEOC v. Shadescrest Health Care Center, ND Ala. Case 6:14-cv-01253-SLB (June 30, 2014). The agency also contends that Shadescrest fired the employee in retaliation for filing a complaint with the EEOC.
According to the EEOC’s lawsuit, in August 2012, Tracy Martin, a Muslim woman, was hired as a certified nursing assistant by Shadescrest Healthcare Center. On or about Aug. 9, 2012, Martin reported to work wearing a hijab, in accord with her sincerely held religious beliefs. According to the EEOC, Shadescrest refused Martin’s request to wear the hijab, despite its religious significance, and instead, told her to remove the head covering or be subject to termination. Subsequently, Martin filed a charge with the EEOC complaining that Shadescrest refused to accommodate her religious beliefs. Weeks after Shadescrest received notice of Martin’s charge of discrimination, Martin was summarily fired. According to the EEOC, Martin was fired in retaliation for her complaint to the EEOC and on account of her attempt to exercise her rights under Title VII’s religious accommodation provision.
“Businesses, like Shadescrest, must respect the religious practices of their employees and, when practical, accommodate those practices,” said EEOC Birmingham District Director Delner Franklin-Thomas. “The EEOC will continue to target policies and practices that discourage or prohibit people from exercising their rights under employment discrimination statutes, or that impede the EEOC’s investigative or enforcement efforts.