“Hiring Latvian Orthodox for $200 please, Alex.”

As an employer, you know that whether your employees are Jewish, Muslim, or even Latvian Orthodox, you can’t discriminate against them based on their religious affiliations.  (If this is somehow news to you, you may want to consider checking out the discrimination chapter of your handy Human Resources Manual and reading up on Title VII of the Civil Rights Act of 1964 (Title VII).)

And though you may be diligent to not discriminate against your current employees, two recent religious discrimination cases taken up by the Equal Employment Opportunity Commission (EEOC) remind us of the equal importance of ensuring that your company’s recruiters don’t religiously discriminate in their interviewing practices.

Click here to read about these two EEOC cases – where you’ll learn of one potential employee whose religion got her knocked out of the running, and another where the candidate just plain wasn’t religious enough.

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