Mandatory prayer meetings: Employer pays $50K to settle EEOC lawsuit

When it comes to religious expression at work, just how far can a company go before crossing a line?

For example, earlier this summer, a California company brought in a priest to hear “confessions” of workers who cooperated with a DOL investigation. That didn’t go over well with the agency — and it resulted in a six-figure payout.

Here’s another instance of religious activity at work that caught the attention of the feds — the EEOC, in this case. Here’s what happened:

Daily mandatory prayer meetings

This case involves Aurora Renovations and Developments, LLC, d/b/a Aurora Pro Services, a North Carolina-based residential home service and repair company, and two employees who were fired.

According to the EEOC’s lawsuit, the company required all employees to attend daily prayer meetings that included Bible readings, Christian devotionals and solicitation of prayer requests from employees. The company owner led the meetings and often took roll prior, allegedly reprimanding the employees who did not attend, the EEOC claimed.

Workers object on religious grounds

In the fall of 2020, a construction worker who identifies as an atheist asked to be excused from the prayer portion of the meeting. The company denied the religious accommodation request, cut the employee’s pay and then fired him, the suit claimed. A few months later, a customer service representative stopped attending the prayer meetings, saying they did not align with her religious beliefs. In January 2021, the company fired her.

EEOC: Conduct violates Title VII

Under Title VII, employers may not discriminate against employees and applicants based on their religious views. Refusing to provide the employees with religious accommodations violated Title VII, the EEOC alleged. It filed a religious discrimination and retaliation suit on behalf of the workers.

The company agreed to pay $50,000 to resolve the suit. Under a three-year consent decree, the company: 

• Is prohibited from discriminating and retaliating against employees in violation of Title VII
• Must adopt and implement new anti-discrimination, non-retaliation, and religious accommodation policies, and
• Must provide training to all managers and employees, including the owner.

Info: Aurora Pro Services Pays $50K to Settle Religious Discrimination and Retaliation Suit, 8/2/23.