Christian receptionist Erich McElevey sues for religious discrimination claiming he was stopped from reading Bible at work

Claims of religious discrimination and unfair dismissal have been dismissed after a receptionist training to be a priest sued his employer for working the Sunday shift and reading the Bible at work.

Erich McElevey, who has worked at Wycombe Badminton Center since June 2016, claimed he was discriminated against because shifts were scheduled on the “Lord’s Day”.

He also claimed that he was prevented from reading the Bible to pass the time and that he was disciplined for giving free access to the sports center as an act of “loving my neighbour”.

But an employment tribunal in Watford rejected all his claims, including claims of religious harassment, discrimination and unfair dismissal.

Mr McElevey claimed that from May 2020 his boss Alistair Jones told him not to read the Bible while working at the not-for-profit sports facility.

“To him, this meant he had to sit for hours ‘watching the paint dry’,” the court heard.

A message from Mr. Jones to Mr. McElevey in February 2022 read: “Erich, not a single player was checked in during your entire shift on Sunday…please stop bringing computers and doing anything other than receptionist duties.”

Mr McElevey told the court that Bible reading at work on Sundays has been stopped once again from May 2022.

The court heard: “Under cross-examination, [Mr McElevey] He expanded on his argument that Mr. Jones should not be allowed to read the Bible on Sundays by stating that he had torn up his theological notes (in order to become a minister).

Mr Jones told the court he would never tear up an employee’s notes because it would damage his reputation and be “out of character” and that it would be recorded on CCTV anyway.

He added that the centre’s policy is that no employee can read books at work or use the internet for personal purposes.

Mr McElevey also claimed Mr Jones had changed his working hours to work more hours on Sundays.

He claimed that “from November 2022, Mr Jones will change his working hours, working less on weekday evenings and more on weekends, including Sundays”, adding that this was “related to religion”.

He also claimed he was subject to disciplinary action for trying to help customers “which was part of living his Christian values.”

The court was told: ” [Mr McElevey]”In his view, it was helping customers by allowing them to go to court without paying, and by allowing members to cancel their bookings that day and rebook without paying the cancellation fee.”

Mr McElevey told the court: “I was expected to display a hostile attitude towards the players.

“The aim of the center was to promote sports. I was constantly told not to do things.

“I have come to a point where I am trying to live out my faith and love my neighbor as myself.”

The badminton center said this had caused “loss of business” and held a disciplinary hearing in early 2023 over this and other matters for which Mr McElevey had previously received a final written warning.

After the trial, he resigned in February of the same year.

Employment Judge Elizabeth Coll found that it was “unreasonable” for Mr Jones to tear up Mr McElevey’s study notes and that there were no biblical messages; Mr Jones had only told Mr McElevey not to read books or the internet at work.

EJ Coll said: “[Wycombe Badminton Centre] There was a reasonable and appropriate reason to prohibit [Mr McElevey] from reading non-work materials in the workplace and prohibiting the use of the Internet and mobile phones for personal purposes.”

The judge also found that working on Sundays had not been “imposed” on Mr McElevey, but rather that he had actually requested to work on those days.

EJ Coll said: “[He] Before November 2022, he worked on Sundays. Mr Jones said under cross-examination that he had offered additional shifts “in all areas” and [Mr McElevey] Accepted numerous weekend shifts, possibly 60-70 over a 6-year period.

“A series of text exchanges showed that: [Mr McElevey] “I had no problem working on Sundays, and that’s actually what I wanted.”

EJ Coll continued: “The tribunal concluded that the disciplinary process was initiated not because of trying to help customers but because of a deliberate refusal to follow IT procedures by noting when members and non-members arrived.

“This resulted in monies payable being incorrectly recorded. The court also notes that[MrMcEleveydidnotrelatehisactionstoanyChristianbeliefsduringthedisciplinaryhearing”[BayMcElevey’indisiplinduruşmasısırasındaeylemleriniherhangibirHıristiyaninancıylailişkilendirmediğinidebelirtiyor”[MrMcEleveydidnotrelatehisactionstoanyChristianbeliefsduringthedisciplinaryhearing”

All other claims were rejected.