Discriminatory Discharge

As the EEOC explains,
An employer may not take into account a person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information when making decisions about discipline or discharge. For example, if two employees commit a similar offense, an employer many not discipline them differently because of their race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.
An employer can be liable for discriminatory discharge not only when they fire someone directly but when they do or allow things that force an employee to quit.

Employers need to make reasonable accommodations

Employers need to make reasonable accommodations for an employee’s religious beliefs or practices, unless this could cause more than a minor burden on the company’s operations.

As the EEOC notes,
Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices.
Employers also need to make reasonable accommodations for disabilities unless this would cause an undue burden to the employer. Reasonable accommodations can include things like:

• providing a ramp for a wheelchair user
• providing an interpreter for a deaf employee
• job restructuring
• acquiring or modifying equipment

As the ADA National Network explains, accommodations for mental illness can include:

· Concentration or distraction issues: More frequent reminders of tasks and due dates; a quieter work environment; more frequent short breaks; work from home (if this doesn’t cause undue hardship to the employer).

· Managing treatment and medication: Flexible schedule to allow for appointments; more frequent breaks for medication; allow for use of water bottle during worktimes; part-time schedule until medication plan stabilizes.

· Anxiety: Use of white noise earphones; attend meetings remotely; work from home part-or full- time; exchange non-essential job tasks with another employee; change in management style of supervisor.

According to the EEOC,

Undue hardship means that the accommodation would be too difficult or too expensive to provide, in light of the employer’s size, financial resources, and the needs of the business. An employer may not refuse to provide an accommodation just because it involves some cost. An employer does not have to provide the exact accommodation the employee or job applicant wants. If more than one accommodation works, the employer may choose which one to provide.