The notion of a company dress code may seem old-fashioned, yet many corporate workplaces in America still publish guidelines in employee handbooks.
Although job applicants may be notified of such policies before they sign their employment agreement, that disclosure may not insulate an employer from all potential disputes. For example, employment discrimination laws may prohibit certain dress restrictions. A recent lawsuit brought by the U.S. Equal Opportunity Commission illustrates that employers would be wise to periodically revisit their dress code policies.
In this case, the employer was a McDonald’s restaurant that refused an employee’s request to grow a beard. Astute readers know that facial hair is not a protected employment category. However, freedom of religious practice and expression is a different matter altogether. Here, the employee was Muslim and claimed that the beard was part of his religious beliefs.
However, the story is not quite so straightforward as an employer that discriminated against an employee for practicing his or her religion. The McDonald’s worker had been beardless and worked there for some time, as reflected by his status as a crew trainer. For reasons that are not clear, the man requested permission to grow a beard when he was a crew training. When his request was refused, he quit.
McDonald’s recently announced that it had agreed to a settlement with the former employee. While not acknowledging any fault, the company agreed to pay $50,000.
Employees can be expected to undergo various changes in lifestyle and status during their employment. Those changes might even include new religious beliefs. A wise employer might consult with an employment attorney about strategies for a preventive approach to employee handbooks and employment agreements.
Source: CBS Sacramento, “McDonald’s To Pay $50,000 To Muslim Employee In Discrimination Lawsuit,”