Seattle Security Firm Sued For Religious Bias
FOR IMMEDIATE RELEASE: September 26, 2006
CONTACT:
Joan Ehrlich, District Director (415) 625-5611 cell (415) 238-0973 William R. Tamayo, Regional Attorney (415) 625-5645 cell (415) 336-8805 John F. Stanley, Acting Supervisory Trial Attorney (206) 220-6896 Molly Küçük, Trial Attorney (206) 220-6892
OLYMPIC SECURITY SERVICES SUED
FOR RELIGIOUS DISCRIMINATION
Company Refused to Hire Man Because of Religiously Required Beard
TUKWILA, Wash. A large Seattle-based company which provides security
guards to private companies and government agencies violated federal law
when it refused to hire an applicant because wore a beard for religious
reasons, the U.S. Equal Employment Opportunity Commission (EEOC) charged
in a lawsuit it filed today.
The EEOC's suit (filed in U.S. District Court for the Western District of
Washington) asserts that Olympic Security Services, Inc. refused to hire
Elmer Taylor despite his qualifications and experience after it learned that he
could not shave his neatly kept beard, which he wore as a religious
observance based on his Christian faith and Old Testament studies. Taylor
tried to explain to the company that it had an obligation to try to
accommodate his religious practice, but the company refused, stating it
maintained a strict no-beard policy and that Taylor could only work there if
he shaved his beard.
"I couldn't believe they wouldn't hire me because of my beard," said
Taylor. "I thought to myself if they won't hire me, that means there are
whole groups of religious men with beards they wouldn't hire Orthodox
Jews, Sikhs, Muslims. It just isn't right."
Refusing to reasonably accommodate an employee's (or potential employee's)
religious practices violates Title VII of the Civil Rights Act of 1964, which
protects individuals from employ¬ment discrimination on the bases of race,
color, national origin, religion, sex (including pregnancy), and retaliation. The
EEOC filed this suit only after first attempting to reach a voluntary settlement
through conciliation. The suit seeks monetary damages, training on anti-
harassment and discrimin¬ation laws, posting of notices at the worksite and
other injunctive relief.
According to EEOC San Francisco District Director Joan Ehrlich, "Employers
have an obligation to discuss options to accommodate potential employees
whose religious practices conflict with company policy. Failing to do so
closes the door to many qualified applicants based solely on their religious
beliefs."
EEOC Regional Attorney William R. Tamayo added, "Title VII protects the
rights of workers to get a job regardless of their religious affiliations. We
hope this suit is a reminder to employers that failing to reasonably
accommodate the religious practices of potential employees is religious
discrimination and will invite litigation."
The EEOC is responsible for enforcing the nation's laws prohibiting
employment discrimination based on race, color, gender (including sexual
harassment and pregnancy), religion, national origin, age, disability and
retaliation. Further information about the EEOC is available on its web site at
www.eeoc.gov.# # #