You cannot deny employment or employment benefits to any employee because of his/her religious creed or lack of one. “Religious creed” is broadly defined to include all aspects of religious belief, observance and practice, including religious dress and grooming practices.1 For more information, see “Reasonable Accommodation and Religion” on this page.
Read about a 2016 court case.
To see premium content,
get HRCalifornia or
try it free for 15 days.
Already a Member? Sign In Below.