Religious Discrimination Attorney in Tyler

Board-Certified Employment Law Representation for Tyler Workers

When an employer denies a religious accommodation, creates a hostile work environment, or retaliates against an employee for their faith, the law may provide remedies. At Hommel Law Firm, I represent only employees, not employers, and I bring board certification in Labor and Employment Law to every religious discrimination case I handle. That certification, granted by the Texas Board of Legal Specialization, reflects a depth of knowledge fewer than 3% of attorneys across Texas have demonstrated in this field.

My name is Bill Hommel. I’ve spent over 35 years representing workers facing exactly these situations. Religion is a federally and state-protected category, and employers who violate those protections may be held accountable. I handle most cases on a contingent fee basis, so you won’t owe upfront legal fees to find out whether you have a claim worth pursuing.

If your employer has denied a religious accommodation, harassed you for your faith, or retaliated against you for raising a complaint, call (903) 412-3788 to discuss your situation.

What Federal & State Law Protect

Title VII of the Civil Rights Act prohibits employers from discriminating based on religion in hiring, firing, promotions, pay, and other terms of employment. Texas Labor Code Chapter 21 mirrors those protections at the state level, and Texas law separately requires retail employers to allow employees one day off per week to attend a regular worship service.

Protected beliefs don’t have to belong to an organized religion. A sincerely held personal belief qualifies. Protection covers Sabbath and holy day observance, religious dress such as a hijab or yarmulke, and grooming practices tied to faith. Discrimination doesn’t always mean termination. A hostile work environment built on mockery of someone’s beliefs, a denial of an accommodation request without real justification, or pressure to participate in a religious activity as a condition of employment can each constitute a violation.

The Groff v. DeJoy Standard & What It Means for Your Claim

For decades, employers could deny a religious accommodation by pointing to any cost beyond a minimal threshold. In 2023, the U.S. Supreme Court replaced that standard in Groff v. DeJoy. Under the current rule, an employer must show that granting the accommodation would cause substantial increased costs in relation to the conduct of its particular business. That’s a significantly higher bar than what existed before.

Groff also clarified what doesn’t count as undue hardship. Coworker dislike of a religion, or of accommodating religion generally, can’t justify a denial. The Court requires a case-by-case analysis that weighs the actual practical impact against the size and nature of the employer’s operation. Whether that standard applies to your situation depends on the specific facts, but the shift matters: employers who could once point to minor inconvenience now face a harder standard to meet.

Filing Deadlines & Where Your Case Would Be Heard

Timing is critical in religious discrimination claims. Texas employees generally have 180 days from the discriminatory act to file a charge with the Texas Workforce Commission Civil Rights Division to preserve a state law claim. Because Texas has a work-sharing agreement with the EEOC, you have 300 days to file a federal charge. Once the agency closes its investigation or issues a Notice of Right to Sue, you typically have 90 days to file a lawsuit in federal court.

Federal religious discrimination cases arising from Smith County and the surrounding Tyler area counties are filed in the U.S. District Court for the Eastern District of Texas, Tyler Division. I guide clients through the charge process at both the TWC Civil Rights Division and the EEOC before any litigation begins, helping the filing capture all relevant claims without inadvertently narrowing your options.

Start with a Case Evaluation

Religious discrimination claims involve overlapping federal and state deadlines, and missing one can foreclose your right to sue. The sooner you get legal guidance, the more options you preserve. I offer a case evaluation to discuss what happened and whether it may support a claim. Most cases are handled on a contingent fee basis, which means you don’t pay attorney’s fees unless there’s a recovery.

To speak with a religious discrimination lawyer who represents Tyler employees exclusively, call (903) 412-3788.