Title VII Religion Plaintiffs Must Prove That Employers Know About Religious Beliefs

We all know that Title VII prohibits religiously based discrimination.  So at first glance it seems an odd result to hear that the Fifth Circuit recently ruled that a nursing home did not violate Title VII when it terminated an aide for refusing to help an elderly resident pray the Rosary, a Catholic prayer practice.  But when we dig a little deeper, the case highlights an element of a Title VII claim that is unique among religion claims—namely, a plaintiff must prove that the decision maker knew about a specific religious objection before termination.

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