Does a contract employee have the same rights as a regular employee under the EEOC Title VII to reasonable religious accommodation (without undue hardship)? What if the contract employee works with an organization that is faith-based? If the employee does not share the religious affiliation of the faith-based organization, should anything be included in the employment contract to address boundaries regarding job responsibilities (i.e. clarifying contractor's role in a prayer meeting)?
1 Answer from Attorneys
Without seeing the documentation for the "contract" position, it is impossible to say. The first determination must be whether in fact you are an employee, or an independent contractor.