Buffalo Wild Wings Settles $47,500 Religious Discrimination Lawsuit Over Hiring Practices

Background

Buffalo Wild Wings, operated by BWW Resources, LLC, has agreed to settle a federal religious discrimination lawsuit after allegations surfaced at its Douglasville, Georgia location. The U.S. Equal Employment Opportunity Commission (EEOC) brought the case, asserting the restaurant violated federal law by refusing to hire a job applicant because of her religious practices.

Incident Details

According to court filings, a server candidate who wore long skirts due to her sincerely held religious beliefs inquired about a job opening. The general manager confirmed positions were available but allegedly mocked her beliefs.

The applicant submitted her application for a server role, yet the restaurant never contacted her for an interview. Shortly after, an assistant manager stated that the location would not hire her, reasoning that it was “unusual” for servers in a sports bar to wear long skirts. Within two months of her application, the restaurant hired five other servers instead.

Legal Background

The alleged conduct violated Title VII of the Civil Rights Act of 1964, which prohibits employers from discriminating against applicants or employees based on religion. Under Title VII, employers must make reasonable accommodations for religious practices unless doing so would impose an undue hardship on business operations.

The EEOC pursued the case (Civil Action No. 4:23-CV-00167-CDL) in the U.S. District Court for the Northern District of Georgia, Atlanta Division, after initial attempts to resolve the matter through conciliation failed.

Settlement and Relief

To resolve the lawsuit, Buffalo Wild Wings entered into a two-year consent decree that includes both monetary and non-monetary relief.

• The applicant will receive $47,500 in compensation.
• The Douglasville location must provide specialized training on religious discrimination and accommodations for managers, supervisors, and HR staff.
• The restaurant is required to post notices in the workplace informing employees of their rights.
• BWW Resources must submit periodic compliance reports to the EEOC regarding requests for religious accommodations and complaints of religious discrimination or retaliation.

Key Takeaways

• Title VII protections are clear: Employers cannot deny applicants opportunities based on their religious practices, absent undue hardship.
• Training and oversight are critical: The consent decree ensures Buffalo Wild Wings implements preventative measures against future violations.
• Hiring decisions must be fair and lawful: Religious attire or practices cannot be the basis for rejection in employment opportunities.

Conclusion

This case underscores the importance of respecting religious diversity in the workplace and highlights the legal consequences when employers fail to comply with federal anti-discrimination laws. By resolving the lawsuit, Buffalo Wild Wings has committed to policy changes and training that may help prevent future instances of religious discrimination.