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Can the use of Feng Shui in the workplace be considered a violation of employment laws?

I work for a company run by a Chinese couple. He thinks it’s silly, but she makes most of her decisions based on the principles of Feng Shui. Some of those are personnel decisions that could potentially be in violation of employment laws, and may even violate First Amendment rights to freedom of religion. Does anyone have any experience with this or know how case law has dealt with it in the past?
Forget the religious aspect. You’ll notice that was a secondary point. I’m more interested in whether its use in personnel decisions is legal or not.

6 COMMENTS

  1. Why would the practice of placing objects into paths that create positive energy a potential violation of employment laws? This is not a religion that is being practiced.

  2. i don’t think what she is doing is bringing up religious issues…i don’t see why you don’t just take it all in unless OSHA has a problems…

  3. Feng Shui doesn’t have anything to do with religion… could you sue your employer for putting a lucky horseshoe above his door? You sound like someone out to make an easy buck… I’m sure you’ll find a shady lawyer willing to work with you

  4. Feng Shui is not a religion. It is a Chinese art or practice of positioning objects, especially graves, buildings, and furniture, based on a belief in patterns of yin and yang and the flow of chi that have positive and negative effects. It is considered “Nature based.” Feng shui translates into English as “Wind and Water”.
    Edit: To your Edit: Depends on many factors…. 1) Different states have different employment laws. 2) are you in a union or have a contract as part of any collective agreement and if so, are the personnell decisions in violation with that contract 3) depends on the type of personnell decision and whether a civil right has been violated

  5. I think you need to be more specific about what is happening.
    For example if somone has a cluttered office it can be bad Feng Shui or poor work habits.

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