7 Things Christians Should Know About Faith in the Workplace
Amid growing hostility toward religion, more questions than ever before have  arisen concerning what kinds of religious expression are allowed in the  workplace—and to what extent. Adapted from a talk given by Liberty Institute  General Counsel Jeff Mateer, here are seven things every business person should  know about faith in the workplace.  1. You cannot discriminate on the basis of religion. This means religion  cannot be used as a factor in hiring decisions, promotions, treating employees  unequally, or harassment. 2. You do not lose your religious-liberty rights by engaging in business. The  U.S. Supreme Court's recent decision in the Hobby Lobby case quashes the notion  that Americans lose their religious rights by engaging in business. The case  affirmed that all Americans—including business owners—have the rights to live and  work according to their beliefs without fear of government compelling them to  violate their beliefs. Perhaps most importantly, the Supreme Court ruled that courts  are not permitted to question whether or not a religious belief is reasonable,  meaning that your sincerely held religious beliefs are yours alone.  3. A business can be run on religious principles. An employer does not  discriminate on the basis of religion by affirming the faith of its owners in business  objectives, and business owners are not required to abandon their faith when  setting principles and ethics for their company. A businessperson of faith is free to  run his or her business according to the ethics they have learned via religious  instruction. 4. You may engage in religious speech in the workplace. Employers may talk  to employees about faith, so long as faith is not a requirement for continued  employment or advancement within the company. Employers cannot, however,  take adverse action against an employee for disagreeing with their religious views.  5. You may have prayer meetings and Bible studies in the workplace.  Employers are allowed to hold prayer meetings in the workplace, so long as  attendance is not mandatory. Notices about these meetings should clearly say so,  and the meetings are best held before or after work, or during breaks.  6. You may have employee training based on biblical principles. Employers  are allowed to use training programs that are biblically or faith-based. For example,  an employer could require an employee to attend a management seminar that uses  scriptural references as a part of its training. However, employees cannot be  required to undergo religious training, participate in religious services or religious  activities, or engage in behavior that would violate their sincerely held religious  beliefs.  7. You may be headed for a collision between your religious freedom and  the new cultural orthodoxy. Liberty Institute is currently representing three  different clients whose religious liberties have been compromised in workplace-  discrimination cases. Each of these cases points to a growing hostility toward  employees' religious rights in the workplace. Even though the law is on the side of  religious liberty—as seen in points 1 through 6 above—the rise of a "politically  correct" corporate culture has made it necessary to have courageous people of  faith willing to stand on their rights against discriminators and expert lawyers ready  to defend them.