An interesting article I found on a Demonolatry Magazine called the Black Serpent, Enjoy the read!!!
Share Your Religion, Lose Your Job
By S. J. Reisner
Disclaimer:
This article is not meant to give legal
advice, nor should it be treated as such. It contains general
advice about what you can do if you encounter religious
discrimination in the workplace. If you need legal advice, talk
to your attorney.
In the last five years there have been at least
three well-publicized instances where occult
practitioners have been fired from their jobs due to
their employers becoming aware of their religious beliefs. In June 2004, Alicia Folberth, a
Wiccan high priestess, was fired, allegedly because of her need for time off (on Halloween) to
practice her faith.
http://www.connpost.com/news/ci_3168056
In a similar incident back in March 2001, Shirley Tingley, a witch, claimed she was fired
from her job due to her religious beliefs, though her employer insisted it was because she
threatened to cast a spell on a co-worker.
http://www.witchvox.com/wren/wn_detail.html?id=2785
Most recently, there is the case of Julie Carpenter who was fired from her job because it
came out that she practiced witchcraft. According to media reports, the school stated her removal
as a bus driver for the district was for the safety of the children. Ms. Carpenter was otherwise an
exemplary employee and never discussed her religion with the children.
http://wcco.com/topstories/local_story_014123111.html
Even non-occultists have been victims. Tresa Waggoner, the Colorado music teacher
whose attempts to introduce local children to opera using Gounod's
Faust drew a storm of
criticism, has decided to take legal action after being forced to take administrative leave from the
Bennett School after showing the opera led to accusations that the married mother of two was a
lesbian promoting homosexuality; the plot of
Faust, where the title character sells his soul to the
devil to recapture his youth, led to her being labeled a devil worshipper. Both accusations were
false.
http://www.playbillarts.com/news/article/3850.html
Undoubtedly there are even more of these cases unpublicized. Religious freedom, it
seems, is very specific to who has that freedom. Increasingly, in most US workplaces, freedom
of religion only applies to Judeo-Christian religions. This means that people who practice any
form of non-Judeo Christian religion are probably safer keeping it to themselves.
I have no doubt every last person reading this article has worked with a Christian coworker
who has openly discussed his/her religion. Yet, very rarely do you hear of the Christian
being fired for openly sharing his religious beliefs. Nor do you often hear public complaints
against Christians witnessing in the office. The simple fact of the matter is that most people
tolerate it because they think they have to.
Religion of any sort does not belong in the workplace. If religion is not a part of your job (i.e.
you do not work for a religious organization), and your religion has no affect on your job
performance, it cannot be used as grounds for termination. Most employers know this and here's
how they get around it – they make the reason for firing the person of alternative faith legitimate.
1. They will start looking for any reason to write an employee up.
2. Co-workers who were at one time friendly toward a person of alternative faith, might turn
suddenly cold and begin filing complaints.
3. The employee might find his or her work has been sabotaged by a co-worker who has
made it clear he is against the employee's religious beliefs.
4. The employee may begin receiving poor performance evaluations, where prior to the
information coming out, their evaluations were above average or stellar.
5. Occasionally it can be disguised as a layoff.
How can you know for sure when you're being targeted?
First, not all employers are out to get people of alternative faiths. A good majority of employers
probably don't care what your religion is, and don't care to know. If there are genuine reasons for
termination of employment, you can bet that religious discrimination was not a part of that
equation. Generally a person will know they're being targeted, especially if the following apply:
1. The information about an employee's alternative religious belief comes out and he is
suddenly terminated without just cause. (i.e. He was a valued worker beforehand.)
2. The employee works in an environment where most workers have predominantly
different religious views, and wherein the employee's alternative faith is viewed in a
hostile manner and/or seen as a threat.
3. Co-workers, supervisors, and managers suddenly become cold toward the employee
of alternative faith after his religion has been disclosed.
4. Derogatory comments are openly made, by co-workers, about the employee's
religious beliefs.
Before you can effectively argue that you've been terminated for your alternative beliefs,
however, you need documentation and evidence to back it up.
1. Keep a notebook hidden in your car or at home (never at the office)
documenting any and all instances of religious intolerance (including how you
were outed in the first place). Be sure to note the full names of the people
involved, their positions in the company, and the date and time of the incidents.
Write things down, including dialogue, exactly as you remember them. If there
were any witnesses to the harassment, be sure to note his/her name and ask
them if they would be willing to give you a written statement.
2. If you are being harassed by a co-worker about your religious beliefs, be sure to
file a complaint against the co-worker with your supervisor and/or the human
10
resources department. Keep a copy of the report for yourself for your records.
You do have to give your employer the opportunity to solve the issue. Most
employers take complaints like this seriously and will write up the offending
party. If the harassment continues, complain again. If the employer's efforts
produce no results or the employer does not seem to be doing anything to
rectify the situation, seek the aid of an attorney.
3. Always request copies of your reprimands and performance evaluations and
keep them in a safe place. That way if your performance evaluation is stellar,
the next day you are "outed", and then you're fired for poor performance a
week later – you have a paper trail.
How to keep it from happening in the first place:
Some people are "outed" by ex-lovers out of revenge, or co-workers who were at one time
friends. Others "out" themselves. Here are some tips:
1. Avoid the topic of religion at work.
2. Wear amulets and talismans under your clothing or not at all. If caught with an amulet
and asked about it (what's that and what does it mean?) be vague, "Oh, it's a Baphomet. It
has a variety of symbolism." You're technically not lying – you're not proclaiming you
worship Satan – and if you don't act like it's a big deal, chances are the other person won't
either. Now if the other person knows what the symbol signifies – you might not be able
to easily avoid that discussion. But if you find you must discuss it, be sure to tell the
person you have no desire for your private religious beliefs to go beyond the
conversation.
3. Do not share your religion with the Christians no matter how much fun you think it
would be to scare them.
4. When people bring up religion or ask you about religion, politely tell them you make it a
point to stay away from discussing religion and politics in the workplace.
5. Do not threaten to cast spells on, or send demons after, co-workers.
If you think you have been unjustly terminated due to your religious beliefs, and have kept good
records of the incidents, you might consider contacting your lawyer, or the ACLU. Only a
qualified professional can tell you whether or not you have a case.