The U.S. Equal Employment Opportunity Commission (EEOC) has launched a federal lawsuit against FCA US, LLC, the parent company of Chrysler, Dodge, Jeep, Ram, and Fiat. The lawsuit, filed on June 5, 2025, in the U.S. District Court for the Eastern District of Michigan, accuses the automaker of religious discrimination. Specifically, FCA US allegedly fired an Orthodox Jewish employee for requesting accommodations to observe the Sabbath and Passover. This case underscores the importance of respecting religious accommodations in the workplace under Title VII of the Civil Rights Act of 1964.
Religious Accommodation Denied
The employee, LaBaron Wilkins, held a sincere religious belief requiring abstention from work during the Sabbath, from Friday sundown to Saturday sundown. Initially, FCA US granted Wilkins a schedule that accommodated his religious observance. However, the company later mandated Saturday work, conflicting with his beliefs. The EEOC alleges FCA US revoked the accommodation, disciplined Wilkins for absences, and ultimately terminated him. This action, the EEOC claims, violates Title VII, which mandates reasonable religious accommodations unless they cause undue hardship.
The lawsuit highlights a critical HR lesson: employers must engage in good-faith discussions to accommodate religious practices. Failing to do so risks legal and reputational damage. The EEOC seeks a permanent injunction to prevent FCA US from future discriminatory practices based on religion. It also requests compensatory damages for Wilkins, emphasizing the financial and emotional toll of such violations.
Title VII Violation: Legal Implications for Employers
Title VII prohibits workplace discrimination based on religion, race, color, sex, or national origin. It requires employers to provide reasonable accommodations for religious practices unless they impose significant difficulty or expense. The EEOC’s lawsuit against FCA US alleges not only a failure to accommodate but also retaliation. Wilkins reportedly faced attendance violations after complaining about the company’s refusal to honor his Sabbath observance.
This case serves as a reminder for HR professionals to review accommodation policies. Employers must train managers to recognize and address religious accommodation requests promptly. The EEOC’s acting chair, Andrea Lucas, stated, “Employees have a right to request reasonable religious accommodations without fear of punishment or termination.” Non-compliance can lead to costly lawsuits, settlements, and damage to employer branding.
Recent EEOC actions reinforce this. For instance, a Wisconsin ski park faced a similar lawsuit for firing a Christian employee over religious social media posts. These cases signal the EEOC’s commitment to enforcing Title VII protections across industries.
Broader Impact on Workplace Inclusion
The FCA US lawsuit underscores the need for robust diversity, equity, and inclusion (DEI) policies. Religious discrimination cases can erode employee trust and harm workplace culture. HR leaders must foster environments where employees feel safe requesting accommodations. This involves clear policies, regular training, and open communication channels.
The case also reflects broader trends. The EEOC has pursued multiple religious discrimination lawsuits in 2025, including against Marriott Worldwide and a Las Vegas resort. These actions highlight the agency’s focus on protecting workers’ rights to practice their faith. HR teams should audit their accommodation processes to ensure compliance and inclusivity.
For FCA US, the lawsuit could prompt policy changes. The company’s response will be closely watched by HR professionals and legal experts. Meanwhile, the EEOC’s push for accountability signals that employers must prioritize religious accommodations or face significant consequences.
In conclusion, the EEOC’s lawsuit against FCA US is a wake-up call for employers. Respecting religious accommodations isn’t just a legal obligation—it’s a cornerstone of inclusive workplaces. HR leaders must act proactively to avoid similar pitfalls, ensuring compliance with Title VII and fostering a culture of respect.