A few months ago, First Liberty Briefing shared the story of a Rastafarian chef who was discharged from an Orlando hotel for refusing to cut his dreadlocks. There’s an update on that case and you can listen to it by visiting FirstLiberty.org/Briefing.
A few months ago, I shared with you the story of a Rastafarian chef who was discharged from an Orlando hotel for refusing to cut his dreadlocks. Well, here’s an update on that case.
As you will recall, Rastafarians wear their hair in dreadlocks as part of their sincerely held religious beliefs. So, under federal law, his employer was required to accommodate his hair, unless doing so posed an undue hardship to the business itself.
After efforts to resolve the matter failed, the EEOC brought a federal lawsuit. That prompted further settlement discussions, which resulted in the hospitality company agreeing to pay $30,000 to settle the lawsuit. The company further agreed to amend its policies and train its employees to make it clear that religious-based requests for accommodation will be provided.
Once again, this demonstrates how costly it is to deny an employee their religious liberty. And, if you’re like me, you may not have a sincerely held religious belief about how you wear your hair. But, that doesn’t matter. Sincerely held religious beliefs—even about hair—deserve the protection of the law.
In an age of increasing complexity in the employment context, it’s important to remember that our national commitment to liberty means that we respect and, where possible, accommodate the religious beliefs of our employees—to the point that, as the late Justice Antonin Scalia once wrote, we give religious employees “favored treatment.”
To learn how First Liberty is protecting religious liberty for all Americans, visit FirstLiberty.org.