According to a federal lawsuit filed by the Equal Employment Opportunity Commission (EEOC) in Oregon, two employees of Video Only, Inc., a home entertainment and audio equipment company headquartered in Seattle, Washington, faced repeated slurs and jokes about their race, national origin, and religion, including use of the “N-word,” by management, telling of racially offensive jokes, use of the epithet “beaner,” and a hog-tied doll with its face painted black.  See, http://www.eeoc.gov/press/8-4-08.html , “Electronics Retailer ‘Video Only’ To Pay $630,000 For Harassment And Retaliation,” EEOC Press Release, 8/4/08.  In the lawsuit, the EEOC alleged that both employees were retaliated against after they reported the harassment.  Id.  In this regard, the EEOC asserted that the company confronted co-workers who supported the plaintiffs and hired a private investigator to gather information to discredit the harassment claims.  Id.  The alleged conduct violates Title VII of the Civil Rights Act of 1964, and, according to the EEOC, the company settled the lawsuit this month, agreeing to pay $630,000 as well as implementing preventative measures.  Id.

According to a posting by KVIA.com - El Paso, Las Cruces - a discrimination lawsuit brought by four former New Mexico State football players alleging they endured religious discrimination because they are Muslim was settled for $165,000.00.  See, Associated Press, “NMSU Discrimination Lawsuit Settled For $165,000,” http://www.kvia.com/Global/story.asp?S=8456902 , 6/10/08.  The lawsuit contended that NMSU football coach Hal Mumme instituted a religious brotherhood within the team.  Id. In addition, the religious discrimination lawsuit also alleged that Muslim athletes were singled out to recite the Lords Prayer after each practice and before each game.  Id. 

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against individuals because of their religion in hiring, firing and other terms and conditions of employment, according to the Equal Employment Opportunity Commission.  See, http://www.eeoc.gov/facts/fs-relig.html .  The Act also requires employers to reasonably accomodate the religious practices of an employee or prospective employee, unless to do so would create an undue hardship upon the employer.

The EEOC brought suit in a Pennsylvania federal court on behalf of an employee who was fired from her position as a cashier after she refused to work on Sundays since her religious beliefs as a christian/protestant and Born Again Christian included spending all of Sunday with her family.  See, http://religionclause.blogspot.com/2008 , 4/2/08.  The company tried to get the case dismissed, but the trial court denied the motion to dismiss.  Id; see also, EEOC v. Aldi, 2008 U.S.Dist. LEXIS 25206 (W.D. Pa., 3/28/08).

Source | The U.S. Equal Employment Opportunity Commission

Title VII of the Civil Rights Act of l964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. Title VII covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.