by Renee C. Mattei Myers, Eckert Seamans
Preventing religious discrimination in the workplace is essential for HR leaders striving to build a compliant, inclusive, and high‑performing organization. As claims continue to rise in both federal and state courts, employers must understand not only their right to set reasonable workplace rules, but also their responsibility to provide fair treatment and reasonable accommodations for employees’ sincerely held religious beliefs and practices.
A proactive, well‑designed HR strategy is your strongest defense—helping you reduce legal risk, safeguard your culture, and demonstrate a visible commitment to equity. By establishing clear policies, addressing harassment swiftly, and ensuring accommodations that do not create undue hardship, organizations can protect employee rights while reinforcing trust and professionalism across the workforce.
Our guide equips HR teams with the essential steps and best practices to prevent religious discrimination, strengthen compliance, and foster a workplace where respect and inclusion are built into everyday operations.
Sign up today to get step-by-step guidance including:
- Step 1: Understand what constitutes religious discrimination
- Step 2: Create good hiring policies
- Step 3: Establish a zero tolerance policy against religious harassment and discrimination
- Step 4: Train employees
- Step 5: Train managers and supervisors
- and more…
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For full access to How to prevent religious discrimination, sign up to a HR and Compliance Center subscription today.
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About the author
Renee C. Mattei Myers
Eckert Seamans
Renee C. Mattei Myers is an experienced partner focusing her practice on a wide variety of labor and employment matters in state and federal trial and appellate courts throughout Pennsylvania. She has experience defending employers against discrimination claims under Title VII, the ADA, ADEA, FMLA and the Pennsylvania Human Relations Act.
Ms. Myers represents employers before administrative agencies including the Pennsylvania Human Relations Commission, the EEOC and the Pennsylvania Department of Labor. She also designs and implements training sessions for managers and supervisors on employment law issues, conducts audits of employer policies, and provides general employment advice to human resource managers in a wide range of industries on matters including hiring, discipline and discharge, family and medical leave issues, wage and hour issues and reductions-in-force.
Connect with Renee on LinkedIn
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