The EEOC sued FCA US, LLC, formerly known as Chrysler Group, alleging the company unlawfully fired an employee for practicing his religious beliefs.
According to the EEOC, FCA terminated the worker because he observed religious practices that conflicted with his assigned work schedule. The employee, a devout Christian, was scheduled to work on Sundays, which he requested off to attend religious services and honor his faith's Sabbath observance.
The EEOC alleges that FCA failed to reasonably accommodate the employee's request and instead discharged him in violation of Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on religion and requires reasonable accommodation of employees' sincerely- held religious beliefs unless doing so would impose a substantial increased costs in relation to the conduct of an employer's particular business.
The suit was filed in the U.S. District Court for the Northern District of Illinois after attempts to resolve the matter through the EEOC's pre-litigation conciliation process were unsuccessful.
Source: https://www.eeoc.gov/newsroom/eeoc-charges-fca-firing-worker-practicing-his-faith
Commentary
The EEOC action against FCA US, LLC, serves as a strong reminder that employers must treat religious accommodation requests with a high degree of seriousness and attention to both legal requirements and organizational best practices.
Employers must provide reasonable accommodations for sincerely-held religious beliefs unless doing so would create "substantial increased costs in relation to the conduct of [an employer's] particular business."
The above matter underscores the risk of litigation when an employer denies or inadequately addresses requests for changes to scheduling, job duties, or other employment conditions that would allow an employee to observe their faith. Specifically, employers should carefully review internal procedures to ensure that decision-makers are trained to recognize and fairly evaluate these requests, leveraging a collaborative process to seek alternatives rather than defaulting to discipline or termination.
Carefully document the interactive process that leads to accommodations, consistently apply policies, and maintain open communication with employees to demonstrate good faith efforts to comply with the law.
Finally, proactive engagement involving HR, management, and legal counsel can help organizations strike the right balance between operational requirements and Title VII compliance, fostering a more inclusive workplace and reducing the risk of costly EEOC claims.
