EEOC Sues Star Transport, Inc. for Religious Discrimination

Agency Charges Trucking Company Failed to Accommodate and Wrongfully Terminated Two Muslim Employees For Refusal to Deliver Alcohol Due to Religious Beliefs

PEORIA, Ill. - Star Transport, Inc., a trucking company based in Morton, Ill., violated federal law by failing to accommodate two employees because of their religion, Islam, and discharging them, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.

The lawsuit alleged that Star Transport refused to provide two employees with an accommodation of their religious beliefs when it terminated their employment because they refused to deliver alcohol. According to EEOC District Director John P. Rowe, who supervised administrative investigation prior to filing the lawsuit, "Our investigation revealed that Star could have readily avoided assigning these employees to alcohol delivery without any undue hardship, but chose to force the issue despite the employees' Islamic religion."

Failure to accommodate the religious beliefs of employees, when this can be done without undue hardship, violates Title VII of the Civil Rights Act of 1964 which prohibits discrimination on the basis of religion. The EEOC filed suit, (EEOC v. Star Transport, Inc., Civil Action No. 13 C 01240-JES-BGC,  U.S. District Court for the Central District of Illinois in Peoria, assigned to U.S. District Judge James E. Shadid), after first attempting to reach a voluntary settlement through its statutory conciliation process.  The agency seeks back pay and compensatory and punitive damages for the fired truck drivers and an order barring future discrimination and other relief.

John Hendrickson, the EEOC Regional Attorney for the Chicago District Office said, "Everyone has a right to observe his or her religious beliefs, and employers don't get to pick and choose which religions and which religious practices they will accommodate.  If an employer can reasonably accommodate an employee's religious practice without an undue hardship, then it must do so. That is a principle which has been memorialized in federal employment law for almost50 years, and it is why EEOC is in this case." 

The EEOC's Chicago District Office is responsible for processing charges of discrimination, administrative enforcement and the conduct of agency litigation in Illinois, Wisconsin, Minnesota, Iowa and North and South Dakota, with Area Offices in Milwaukee and Minneapolis.

The EEOC is responsible for enforcing federal laws prohibiting employment discrimination. Further information about the EEOC is available on its website at

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© U.S. Equal Employment Opportunity Commission (EEOC) | Attorney Advertising

Written by:


U.S. Equal Employment Opportunity Commission (EEOC) on:

Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:

Sign up to create your digest using LinkedIn*

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
*With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name. Or, sign up using your email address.