If any person is treated unfavorably because of his religious orientation then this is referred to as religious discrimination. However, in order to protect the religious beliefs of an individual both the state and federal law have strictly prohibited any kind of act or use of offensive words that can hurt any one’s religious beliefs. In Washington, to avoid any situation of religious discrimination at workplace Title VII of the Civil Rights Act of 1964 has been structured and implemented. This act actually prohibits the employer from discriminating any of his/her employees on basis of his religious beliefs and orientation. Thus, no employer can practice religious discrimination in Washington in any aspect of employment which generally covers both the hiring and firing along with promotions, compensations and any other benefits. Also, employer is also bound to accommodate the religious beliefs of any employee or applicant respectfully until unless doing so is not going to cause any burden on the operations of a business. Here, by accommodation we mean that an employer should make all the necessary adjustments at workplace that can allow the employee to practice his religion. Some of the most common type of accommodations that can be provided to an employee by an employer can be voluntary shift substitutions, reassigning of job, rotational shifts and flexible scheduling. Some of the most common instances of accommodating an employee for his religious beliefs are: · During the month of Ramzaan, the employer can ask the Muslim employees not to work in night shifts. · Or at the time of Christmas, employers can shorten the working hours for the Christian employees so that they can prepare for their festival. But accommodating the religious belief of an employee should not put undue hardships on the operations of a business. And if in case, it is affecting the operations of a business then an employer has the right to discard those kinds of accommodations. Some of the factors that are reasonable enough to put undue hardship on the employer's business are: · If the situation is leading to compromising with the safety measures of your business, · If it is proving to be very costly in terms of both implementation and maintenance, · If it is decreasing the efficiency of workplace, · If it burdens the potential capacity of other employees, and · If it infringes the rights of other employees So, if an employer’s accommodation to the religious belief on any employee is affecting the business on above mention grounds than an employee has the full right to dismiss the accommodation. Also, if an employee is being harassed on religious grounds by making offensive remarks on employee religious beliefs to an extent that it creates a hostile work environment then it is also considered as unlawful practice which is also strictly prohibited by the law. To know more about the laws of religious discrimination in Washington contact the nearest discrimination attorney of your location.