Venetian Resort settles $850K religious discrimination case
The Venetian Resort in Las Vegas has agreed to pay $850,000 to settle a lawsuit involving allegations of religious discrimination. The case, brought by the U.S. Equal Employment Opportunity Commission (EEOC), involved claims from multiple employees and raised broader concerns about workplace rights and religious accommodations within the hospitality sector.
Understanding the allegations
The EEOC filed a complaint against The Venetian Resort, alleging that the company failed to provide legally required religious accommodations, in violation of federal employment laws. According to the EEOC, the resort refused to consider or approve requests related to religious observances from employees of various faiths.
Employees affected included Sabbatarians, Buddhists, Orthodox Christians, and others. Their requests included time off for religious holidays and permission to maintain beards in accordance with their religious beliefs.
Retaliation allegations
The EEOC further alleged that employees who raised concerns about the denial of religious accommodations faced retaliation. Reported actions included disciplinary measures, a hostile work environment, denial of promotions, and layoffs. These claims suggest that some employees may have been penalised for asserting their rights under federal law.
The alleged incidents occurred prior to the acquisition of The Venetian Resort by Apollo Global Management in 2022. At the time, the property was owned by Las Vegas Sands Corporation. The legal proceedings spanned several years, reflecting the complexity of the case.
Settlement terms
The to settle claims from employees who were denied religious accommodations or faced retaliation after raising concerns. In addition to the financial settlement, the resort will implement mandatory training on religious accommodations for all staff levels.
The resort will also appoint an independent third-party auditor to oversee compliance. The auditor will be responsible for reviewing existing workplace policies, updating complaint procedures, and monitoring compliance across departments. This oversight will continue for a period of three years.
Statements from the EEOC
EEOC Acting Chair Andrea Lucas emphasised the importance of religious accommodations in the workplace, stating that the law protects workers’ rights to observe their faith. She condemned retaliation against employees who request such accommodations.
Anna Park, Regional Attorney for the EEOC’s Los Angeles District, acknowledged the resort’s cooperation in resolving the matter and reminded employers of their obligations under Title VII of the Civil Rights Act.
Legal context and broader impact
Title VII of the Civil Rights Act prohibits employers from discriminating on the basis of religion and requires them to provide reasonable accommodations unless doing so would impose an undue hardship.
In 2023, the U.S. Supreme Court clarified this standard in a case involving postal worker Gerald Groff, who was disciplined for refusing to work on Sundays. The Court ruled in his favour, requiring employers to demonstrate a substantial burden in order to deny religious accommodation.
In another case, a jury awarded $133,000 to an MGM Grand Detroit employee who was dismissed for refusing the COVID-19 vaccine on religious grounds, reinforcing the legal obligation to consider religious accommodation requests.
