Summary
- The Venetian Agrees to an $850K Settlement with Employees Over Religious Belief Issues
- The property allegedly refused to recognize civil rights associated with religious beliefs.
- The EEOC has defined what constitutes an appropriate recognition of religious beliefs.
The US Equal Employment Opportunity Commission (EEOC) has determined that The Venetian Resort Las Vegas breached civil rights laws by failing to accommodate the religious beliefs of its employees. This case, originating just before The Venetian’s sale in 2022, has led to the resort being required to pay $850,000 to the employees involved in the lawsuit.
The Venetian supposedly hit back against employees who challenged the policy
In an official statement, the EEOC asserted that the Venetian not only ignored specific requests regarding religious freedoms but also retaliated against employees who challenged this behavior. The retaliation included disciplinary actions, hindering career advancement, and even outright layoffs. According to the statement: Venetian retaliated against employees who opposed acts of religious discrimination. In some instances, the refusal of accommodations resulted in disciplinary measures, denial of promotions, and terminations or constructive discharges. The EEOC emphasized what companies should reasonably do to align with civil rights laws, such as allowing time off for religious holidays or permitting certain attire at work. Furthermore, the commission stressed the importance of not penalizing individuals who advocated for these essential civil rights.
The Venetian vows to do better in the wake of the settlement
The Venetian has long disputed this issue but has now agreed to settle with the plaintiffs for $850,000. Additionally, the company has committed to enhancing training for its employees, managers, and supervisors to ensure they understand the details of individuals' religious beliefs and rights. To facilitate this process, The Venetian will engage an independent third-party auditor to oversee the company’s operations regarding employee treatment and civil rights compliance for the next three years.
