Charlotte IHOP Ordered to Pay $40K After Discrimination Lawsuit

Settlement Overview

A local IHOP in Charlotte has been mandated to pay $40,000 as part of a settlement concerning a lawsuit for **religious discrimination and retaliation** filed by the U.S. Equal Employment Opportunity Commission (**EEOC**). This case highlights the importance of respecting employees’ religious beliefs in the workplace.

The Incident

In January 2021, **Suncakes**, the franchisee operating the IHOP on Woodlawn Road, hired a cook who requested a **religious accommodation** to refrain from working on Sundays in order to observe his religious practices. This request was initially accepted, but things took a turn when management changed in April 2021. The new general manager began to show hostility towards this accommodation.

Hostile Work Environment

According to the lawsuit, the manager insisted that the cook work on Sundays twice in April and May, disregarding his religious beliefs. When the employee stood firm in his request not to work on Sundays, he was reportedly terminated. Allegations also surfaced about the manager making derogatory comments, claiming that “religion should not take precedence over [his] job” and suggesting that the employee valued church more than financial responsibilities.

Legal Action and Outcome

After finding no resolution through the EEOC’s pre-litigation process, the commission filed the lawsuit in the **U.S. District Court for the Western District of North Carolina**. The EEOC stressed that such actions violate Title VII of the **Civil Rights Act of 1964**, which safeguards the rights of employees regarding religious practices.

Comments from Legal Representatives

“Religious discrimination is intolerable,” stated **Taittiona Miles**, lead trial attorney. She emphasized that employers must respect all **sincerely held religious beliefs**, providing reasonable accommodations when feasible. Additionally, **Melinda C. Dugas**, regional attorney for the EEOC, noted that requesting a religious accommodation is a protected right under federal law, and adverse actions against such requests are prohibited.

Terms of the Settlement

The resolution includes a two-year **consent decree** that requires Suncakes to pay the employee $40,000 in damages. Furthermore, the company will implement annual training for managers regarding Title VII provisions, post a notice to employees about the settlement, and update its policies to explicitly protect religious accommodations. This updated policy will be implemented across all 17 IHOP locations managed by Suncakes in **North Carolina**.

Looking Ahead

The resolution of this case serves as a reminder about the importance of compliance with employment laws, especially those pertaining to religion. Protecting employees’ rights not only fosters goodwill but also upholds the standards set forth in federal law.