University Worker Faces Religious Harassment From Co-Worker

A Buddhist employee at a university says a co-worker has repeatedly mocked their religious faith and created a hostile working environment, prompting a written complaint to human resources. The employee sought guidance from The New York Times' Work Friend advice column after university officials declined to intervene, citing the co-worker's pending lawsuit against the institution.

The employee said the incidents included a reference to a campus event that involved an apparent joke about serving Kool-Aid, followed by a sign reading the cult placed on the co-worker's desk and directed toward the employee's workspace. The co-worker also allegedly mocked the employee's voice, imitated their typing and drummed on the desk whenever the typing stopped.

According to the employee's account, human resources said intervening could appear retaliatory because the co-worker was involved in ongoing litigation against the university. Officials suggested relocating the employee's desk, but the employee said no alternative workspace was available.

The employee said they did not want to sue the university and wanted to work without being ridiculed for their religious beliefs. They also described feeling exhausted by having to manage the situation without meaningful intervention.

The Work Friend columnist argued that the reported conduct went beyond an ordinary workplace conflict and could raise concerns under Title VII of the Civil Rights Act, which prohibits employment discrimination based on religion.

The columnist wrote, "Your bad neighbor, however, has crossed the line into harassment, and done you the favor of giving you leverage."

The response emphasized that employers who know about alleged religious harassment have responsibilities to address workplace discrimination. It suggested that the university's human resources representatives consult an equal-opportunity or equity office if they were uncertain about their obligations.

The columnist also noted that the employee's documentation of the incidents and written report to human resources could support further action. The employee was advised to send a formal letter to their supervisor, copy human resources and request a clear explanation of how the university intended to meet its obligations.

The columnist wrote, "It doesn’t need to be a threatening letter — but don’t be afraid of escalating to the equal-opportunity or equity office, or of consulting an employment lawyer who might help you draft the kind of letter they’d take seriously."

The response also recommended seeking advice from an employment lawyer who could explain the university's legal responsibilities and help the employee communicate concerns formally. The columnist maintained that the pending lawsuit involving the co-worker did not automatically prevent the university from addressing the reported workplace conduct.

The advice stopped short of urging the employee to file a lawsuit against the university. Instead, it focused on documenting the alleged harassment, escalating the complaint through appropriate institutional channels and obtaining legal guidance if necessary.