Denver City Worker Alleges Religious Discrimination and Retaliation Leading to Termination
A former employee of the City of Denver’s Department of Transportation and Infrastructure (DOTI) has filed a formal complaint alleging religious discrimination, harassment, and subsequent retaliation that culminated in his termination. Austin Ray, an atheist, claims he was subjected to a hostile work environment due to his lack of religious belief and faced unjust repercussions for reporting the discriminatory behavior to city officials.
Ray’s complaint details an incident that occurred approximately two months after his initial hiring. During a departmental holiday party, Ray alleges that an assistant manager, identified as Carmen, persistently questioned him about his religious beliefs in front of several other employees. Despite Ray’s attempts to avoid the topic, Carmen reportedly pressed him repeatedly for an answer regarding his belief in God. Ray asserts that this line of questioning directly implicated his atheistic views and caused him significant offense and humiliation in the presence of his colleagues and department management.
The complaint emphasizes the uncomfortable and isolating nature of the interaction, arguing that Carmen’s actions created a hostile atmosphere for Ray. He felt targeted and singled out due to his lack of religious affiliation, leading him to believe that his atheism was not accepted within the workplace environment.
Following the incident at the holiday party, Ray took steps to formally report the alleged discrimination and harassment. According to the complaint, he contacted the city’s Human Resources (HR) department on two separate occasions to voice his concerns. Additionally, at the direction of an HR official, Ray also reported the incident to his direct supervisor. He states he was led to believe that the city would address the reported misconduct and take appropriate action to prevent similar incidents from occurring in the future.
However, Ray claims that instead of receiving support and resolution, he subsequently experienced retaliation from his manager as a direct result of reporting the harassment. The complaint outlines a series of alleged retaliatory actions taken by his manager that negatively impacted his work environment and ability to perform his job effectively.
These alleged retaliatory actions included modifications to his job duties, assignment of "meaningless tasks," and deliberate isolation and alienation within the department. Ray claims that his manager actively worked to undermine his performance and create the impression that he was incapable of fulfilling his job responsibilities. These actions, according to the complaint, made it increasingly difficult for Ray to carry out his duties and contributed to a hostile and uncomfortable work atmosphere.
The complaint alleges that the manager went to considerable lengths to make it appear that Ray was incompetent, creating a false narrative that would justify his eventual termination. This alleged pattern of behavior suggests a deliberate effort to manufacture a reason to dismiss Ray based on his reporting of the initial harassment.
On March 15, 2024, Ray was abruptly terminated from his position, according to the complaint. He alleges that he received no prior warning or disciplinary actions leading up to his termination, and he had not received any follow-up communication from the city regarding his initial harassment report. The timing of his termination, shortly after reporting the alleged harassment and experiencing the subsequent retaliatory actions, strongly suggests a causal link between these events, according to his legal representation.
Ray’s complaint asserts that the disparate treatment and hostility he experienced at DOTI were both retaliatory and discriminatory in nature. He argues that this mistreatment was motivated by his protected activities in complaining about discriminatory practices and by his atheist beliefs. He contends that his employer violated his rights under Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on religion.
His legal counsel argues that Ray is entitled to financial damages and compensation for the ordeal he has endured. The complaint outlines several specific legal claims, including retaliation, discrimination based on religion, religious-based harassment, and the creation of a hostile work environment. These claims all fall under the protections afforded by Title VII of the Civil Rights Act of 1964.
Ray’s lawsuit seeks to hold the City of Denver accountable for the alleged discriminatory and retaliatory actions of its employees. He hopes to not only receive compensation for the harm he has suffered but also to bring attention to the importance of protecting employees from religious discrimination in the workplace. The case highlights the need for employers to create inclusive and respectful work environments for individuals of all religious beliefs, including those who do not subscribe to any particular faith.
Fox News Digital reached out to Ray’s attorney for comment but has not yet received a response.
The City of Denver’s Department of Transportation and Infrastructure office has stated that it does not comment on pending litigation. This is a standard practice for organizations involved in ongoing legal disputes, as any public statements could potentially prejudice the case. As the legal proceedings unfold, further details about the city’s response to the allegations are expected to emerge. The outcome of this case could have significant implications for workplace religious freedom and the responsibility of employers to address and prevent discrimination.
