EEOC Best Practices Support Best Practices for Spirit and Religion at Work

  • Pat McHenry Sullivan


This chapter describes the EEOC laws related to spirituality and religion in the workplace and discusses the challenges that are faced in this domain. Questions about what words and deeds are appropriate, when, where, and to what extent, have been staple topics in the spirit and work field since its inception. These are also constant questions in the field of employment and labor law, both at the federal and state level. As California employment attorney Gary Gwilliam notes, “in California we have a state commission and there are other broad based laws concerning discrimination in the workplace that are not directly related to the EEOC” (Gwilliam 2012a).

Laws administered by the Federal Equal Employment Opportunity Commission (EEOC) need not to be a major inhibitor to the practice of spirit at work. Indeed, this chapter offers the hopeful prospect that laws that prohibit harassment and discrimination at work on the basis of religion can strongly support spirit at work in a way that honors diversity and supports a company’s bottom line. Hopefully, this will help guide employers and employees to prevent legal challenges (with all their attendant costs and disruptions) and to deal with any such challenges gracefully.


Servant Leadership Equal Employment Opportunity Commission Legal Challenge Employee Concern Undue Hardship 
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Copyright information

© Springer Science+Business Media New York 2013

Authors and Affiliations

  1. 1.Visionary ResourcesOaklandUSA

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