Preventive methods
Anti-harassment and testing training is recommended and should be provide to employee on a regular basis, it is important to provide a workplace that is free of harassment and discrimination on a whole. Reinforcing and enforcing proactively is the expected behavior by the employer in the workplace.

Employer Responsibilities to Avoid Religious Discrimination
It is against the law for employers to discriminate and also should not retaliate on an employee religious believes. It is illegal to strike back against a person for contradicting business hones that segregate taking into account religion or for recording a separation charge, affirming, or partaking in any capacity in an examination, continuing, or litigation under Title VII
The procedure of reacting to worker grievances alludes to how the organization gets representative grumblings. At the point when a worker has an issue in the work environment - whether it's an issue with a director, another staff member or a vocation obligation his/she ought to have the capacity to voice their worries to a supervisor who has the power to determine the issue or a HR staff part exceptionally prepared to handle livelihood issues. Viably reacting to worker protests requires HR to meet with the employee, report the objection or issue, add to an investigative arrangement and keep at the matter.
There is a case that was filed in 2011, According to the lawsuit, Khan a 19-year-old whom started working at the store Hollister and was discriminated for wearing her Hijab A federal judge in San Francisco has found clothing giant Abercrombie & Fitch liable for religious discrimination for firing Umme-Hani Khan a Muslim employee for wearing her hijab or religious headscarf.

Abercrombie & Fitch Liable for Religious Discrimination in EEOC Suit, Court Says. (2013). Retrieved from