ACLJ Files Lawsuit on Behalf of Energy Employee Forced To Violate His Religious Beliefs

Not long ago, we informed you about our client, Anthony, who was being forced to choose between his job and adhering to his religious beliefs. We have now filed a lawsuit in federal court on his behalf.

As we explain in our complaint, after doing an in-depth study of the Bible in Hebrew, our client felt convicted that he needed to grow out his beard. Informed by Scripture passages that describe being shaved – or beardless – as a punishment or separation from God, Anthony felt convicted by the Holy Spirit to honor God with his masculinity and grow out his facial hair.

Anthony works for an energy company, DTE, that has a policy requiring its employees to shave their facial hair before they wear safety respirators. This is understandable, and our client would not put himself or anyone else at risk. But the policy only requires employees to shave immediately prior to putting on a respirator, which is something our client hasn’t had to do in over 10 years. Thus, all our client requested from the company was an accommodation that allows him to keep his beard unless or until he is in a position that requires him to wear a respirator – a position that is not in the foreseeable future due to the nature of the work he does at DTE.

As we pointed out in our complaint, even though the company’s policy allows for both religious and medical accommodations to the shaving requirement, and even though our client’s current position at the company is a desk job, Anthony was refused a religious accommodation and told that if he didn’t report to work clean-shaven, he was at risk of losing his job.

Since the EEOC process had not yet been finalized (even though the statutory time frame had passed for the investigation), we requested and received a Right to Sue Letter from the EEOC, and we have now filed a complaint in federal court seeking to protect our client’s right to religious freedom and expression and explaining how DTE’s actions have violated Title VII.

As we’ve previously explained:

Under Title VII of the Civil Rights Act of 1964, employers must accommodate employees’ religious practices unless it causes undue hardship for the business. Since our client works in an office setting, maintaining a beard does not cause any undue hardship for his employer.

Furthermore, it is illegal to retaliate against someone who has filed a complaint with the EEOC. This ultimatum not only violates the law but also sends a negative message to other employees who might want to stand up for their rights.

As this case progresses, we will keep you updated.