My religion has nothing to do with my ability.
The Barton Law Firm sues employers who discriminate against employees because of the employees' religion or creed, employers who retaliate against employees for opposing this kind of discrimination, and employers who fail to provide employees reasonable accommodations for the employees' religions or creeds.
Here are legal citations and information you might find helpful:
There are two ways to discriminate: by disparate treatment and by disparate impact. Disparate treatment occurs when an employer treats an employee who belongs to a protected class less favorably than other employees. Disparate impact occurs when an employer has a neutral employment practice that falls more harshly on members of a protected class.
42 U.S.C. 2000e-2 (Unlawful Employment Practices);
Ninth Circuit Manual of Model Jury Instructions, Civil 10.1 (Disparate treatment);
Instruction 10.2 (Disparate treatment - sole reason);
Instruction 10.3 (Disparate treatment - motivating factor).
RCW 49.44.085 (Employees may pursue causes of action under RCW 49.60);
RCW 49.60.030(1)(a) (Freedom from Discrimination);
RCW 49.60.180; (Unfair Practices of Employers);
WPI 330.40 (Failure to accommodate);
WPI 330.41 (Reasonable accommodation);
WPI 330.42 (Failure to accommodate - undue hardship).
KCC 12.18.030 (Unfair employment practices; unincorporated King County only).
PCC 3.16.030 (Discrimination and harassment; county employees only).
SMC 14.04.040 (Unfair employment practices).