alliance defense fund 15333 n. pima road, suite 165
scottsdale, arizona 85260 1-800-tell-adf
protecting what we have.
reclaiming what we’ve lost.
shaping who we become.
In the brave new world of new “rights”
and increasing demands from radical
activist groups, it is paramount that
employers and employees be aware of
the rights and legal protections that
defend our religious convictions.
Do employers unlawfully discriminate if they base
business objectives and goals upon Biblical principles?
No. An employer does not engage in discrimination if
he/she is affirming the faith of its owners in business
objectives. However, employers must be careful not to
give prospective or current employees the perception
that their employment or career advancement
depends upon their compliance with the religious
beliefs of the employer. If you are a secular employer,
you can protect yourself by making sure that all
employment applications specifically state that
applicants are considered for all positions without
regard to religious belief.
As an employer, can I witness to my employees?
Yes. An employer can generally talk about their
religious beliefs as long as the employee knows that
their continued employment or advancement is
not contingent on compliance with the employer’s
religious beliefs. One court has held that an employer
did not discriminate against an employee for sharing
the Gospel with him and inviting him to church.
However, if the employer made church attendance
mandatory for continued employment, the employer
could be held liable.
As an employer, can I give employees religious
literature or post such literature in the workplace?
Yes. Like verbal religious speech, employers can
share their religious beliefs with their employees
in printed form such as pamphlets, books, and
newsletters. Employers must be careful, however, not
to give employees the impression that they have to
agree with the employer’s religious beliefs in order to
keep their job or to be promoted. If an employer