The Federal Court Protects Workers From Reverse Religious Discrimination in Ohio

A recent court decision has affirmed that employees in Ohio are protected from being fired or disciplined for not following their employer’s religious beliefs. The Federal Sixth Circuit Court of Appeals ruled in Amos v. Lampo Grp., LLC that a Tennessee-based employer could not fire an employee for refusing to conform to its religious views (2024 FED App. 0346N (6th Cir.)).

Case Overview: Amos v. Lampo Group, LLC

Dave Ramsey’s Lampo Group and COVID-19 Policies

Lampo Group, the company run by Dave Ramsey, a well-known author and financial advisor, hired Brad Amos as a video editor. Amos initially felt that working at Lampo Group was a good fit due to its public support of Christian values, but Amos said his stance changed during the COVID-19 pandemic.

According to Amos, Lampo Group was hostile to any COVID-19 precautions, such as working from home, social distancing, or wearing masks. He says the company’s policy was that prayer was the “exclusive way to prevent COVID-19 infection” and that any other measures showed a “weakness of spirit” and were “against the will of God.” Employees who took precautions were “mocked and derided.”

Lampo Group aggressively promoted its religious stance against COVID-19 protections while demeaning Amos’s belief that taking precautions was necessary for the safety of his family and others. 

The Firing of Brad Amos: A Case of Religious Nonconformity

In July 2020, Lampo Group fired Amos, citing a “lack of humility” and claiming he “wasn’t a good fit because he ‘would stand off to the side all of the time.'” However, it was clear that Amos’s termination stemmed from his refusal to follow the company’s religious beliefs about the COVID-19 virus.

Understanding Religious Nonconformity Claims

Title VII of the Civil Rights Act, a federal law, protects employees from religious discrimination. Typically, religious discrimination happens when an employer refuses to accommodate an employee’s sincerely held religious belief. However, in Amos’s case, courts have referred to this “reverse religious discrimination,” since it involves being penalized for not conforming to the employer’s religious beliefs.

The Equal Employment Opportunity Commission (EEOC), the agency that enforces this law, recommended that the Federal Sixth Circuit Court of Appeals classify this case as a religious nonconformity claim, which means Amos was discriminated against for not following his employer’s religious beliefs. The court concurred, sending the case back to the federal district court for further proceedings.

This case highlights the growing relevance of religious nonconformity claims in the workplace, where employees face discrimination for not adhering to their employer’s religious beliefs.

Legal Support for Religious Nonconformity Claims

The Hurm Law Firm is actively assisting a client pursue a similar claim and offers free consultations for individuals seeking guidance on such cases. Call (216) 860-1922 or schedule a free consultation online.