New York Employer Will Pay More than $300,000 for Religious Discrimination and Workplace Retaliation

On December 15th, 2025, the Equal Employment Opportunity Commission (EEOC) announced that a New York employer will pay more than $300,000 to resolve an employment law claim involving allegations of both religious discrimination and unlawful retaliation. Here, our New York City religious discrimination attorney provides a more comprehensive overview of the case.

New York Employer Settles Religious Discrimination, Retaliation Case

As confirmed by the EEOC, Mavis Tire Supply LLC entered into a conciliation agreement after an investigation found reasonable cause to believe the company engaged in religious discrimination and retaliation during hiring. The company is based in Millwood, New York. It has agreed to settle the matter with the EEOC and the affected employee. The agency concluded Mavis Tire Supply LLC refused to hire a managerial applicant after he requested Fridays and Saturdays off to observe the Sabbath. Investigators also found the company rescinded a lower position offer after the applicant repeated his accommodation request. The EEOC determined the conduct violated Title VII of the Civil Rights Act. The settlement requires back pay, front pay, and compensatory damages. It also requires that the employer revise its workplace policies and engage in targeted training.

An Overview of Religious Discrimination in Employment Laws in New York City

Workers should be assessed based on their actual qualifications, not on stereotypes about their religion. Notably, religious discrimination in employment is prohibited at the federal, state, and city levels in New York City. Employers operating in the city must comply with Title VII of the Civil Rights Act, the New York State Human Rights Law, and the New York City Human Rights Law. Together, these laws create some of the strongest worker protections in the country. They apply to hiring, firing, compensation, scheduling, promotions, job assignments, and workplace conditions.

At the core of these laws is the duty to provide reasonable religious accommodations. Employers must accommodate an employee’s sincerely held religious beliefs, practices, or observances unless doing so would impose an undue hardship. Under federal law, undue hardship means more than a minimal cost or burden. New York City law goes further. It requires employers to show significant difficulty or expense before denying an accommodation.

A Note On Retaliation Protections: Religious discrimination claims commonly arise during hiring. Employers may not refuse to hire an applicant because of religious dress, grooming practices, prayer needs, or schedule limitations tied to faith. They also may not steer applicants into lower roles or rescind offers after an accommodation request. Once employment begins, harassment based on religion is unlawful when it becomes severe or pervasive. Retaliation against a worker who has sought religious accommodation is strictly prohibited. 

Call Our New York City Religious Discrimination Lawyer Today

At Poulos LoPiccolo PC, our New York City religious discrimination attorney has the knowledge, skills, and experience that you can trust. If you have any questions or concerns about a religious discrimination case, please do not hesitate to contact us today for a fully confidential case review. We advocate for workers in New York City and throughout the surrounding region.

Source:

eeoc.gov/newsroom/mavis-tire-pay-303758-religious-discrimination-and-retaliation