4th Circuit Holds for EEOC In Religious Discrimination Case

In EEOC v. Sunbelt Rentals, Inc., (4th Cir., March 31, 2008), the U.S. 4th Circuit Court of Appeals reversed a trial court's grant of summary judgment and permitted the Equal Employment Opportunity Commission on behalf of Clinton Ingram to go to trial on charges that a Maryland company, Sunbelt Rentals, permitted a religiously hostile work environment in violation of Title VII of the 1964 Civil Rights Act. Ingram was an African American who had converted to Islam. He claims he was subjected to a steady stream of anti-Muslim comments and actions by his co-workers which his employer, Sunbelt, did nothing to stop. The main issue was whether the comments and actions were sufficiently severe and pervasive to create a hostile work environment. The Court of Appeals thought that a jury might well find they were, saying: "If Americans were forced to practice their faith under the conditions to which Ingram was subject, the Free Exercise Clause and the embodiment of its values in the Title VII protections against workplace religious prejudice would ring quite hollow." Today's Maryland Daily Record reports on the decision.