Hi Alyse,

I work in a call center where we have morning motivational meetings. The problem is during these meetings my supervisor insists on "saying a prayer". He says things like God will bless us today, May God look favorably on us, etc. He is a devout something or another and I don't have a problem with what he believes but I am an atheist and I kind of resent having to pray in the morning. It's bad enough I can't really tell people I'm an atheist because then I would either be ignored or they would constantly try to convert me (this has happened before). Are there any rules about prayer in the workplace? Should I approach my supervisor? How? HELP!

Frustrated Atheist in Springfield, VA

Hey Frustrated,

This is a complicated topic that is written about extensively - for a sense of the rules involved, see the information below and the link to the webpage discussing the legality of prayer in the workplace. It seems to me that his religious views are being forced upon you and your hesitation seems to point to your belief that you will be harassed because of YOUR beliefs. Contact your HR immediately IN WRITING. Document at least three incidents IN GREAT DETAIL that involve this mandatory morning prayer and request a response regarding whether this is appropriate. In your letter you should frame the question to be whether or not this is proper rather than you feel like your rights are being violated. All you are asking for is mutual respect and you should get it.

A. Fox

Every human being, of whatever origin, of whatever station, deserves respect. We must each respect others even as we respect ourselves. (U. Thant)




http://www.professionalroofing.net/article.aspx?A_ID=854

The extent to which you can or must accommodate prayer in the workplace depends on the nature of the prayer. There are two basic types of prayer: optional prayer said at the discretion of a religion's members and mandatory prayer required by a particular religion.

Optional prayer is permissible in the workplace as long as it is not mandatory; participation (or lack of participation) is not a factor in any employment decision and is not limited to a particular religion.

You can organize voluntary prayer meetings, but to avoid coercion (real or perceived), hold such meetings before or after the workday or during recognized break times. This will minimize pressure on employees who do not wish to join in or who do not share the same beliefs. In addition, clearly state participation in such prayer is optional and declining to participate will not result in adverse treatment or otherwise affect employment. This is particularly important if the prayer occurs during a training session, workplace meeting or other mandatory work activity.

You also must recognize not all employees hold the same beliefs. If employees who hold different beliefs want to have prayer sessions of their own, they must be given an equal opportunity to do so with the same access to prayer sites, same time away from work (paid or unpaid) to pray, and same breaks or other accommodations.

Mandatory prayer is not a matter of choice but a requirement of a particular religion. Muslims, for example, must pray five times per day at specified times in accordance with the sun's cycle and engage in specified washing rituals before each prayer. You are required to provide scheduling considerations to such employees and accommodate the break times necessary to perform these prayers as long as such accommodation does not pose an undue hardship or undue disruption to company operations.

Tags: prayer, workplace, atheist

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