Workplace Religious Accommodations: EEOC Guidance and Court Developments

Description

Religion-based complaints in the workplace continue to rise faster than other types of discrimination complaints. The complaints are wide-ranging, more recently based on religious practices unfamiliar to American employees. From the more routine requests for accommodations to not work on the Sabbath to very specific clothing or personal grooming requirements, counsel must prepare employers to respond to workers’ requests based on their religious practices.

So long as the employee articulates sincerely held religious beliefs as the basis of an accommodation to the employer, the employee is protected by Title VII. Based on EEOC guidance and case law, counsel can help employers understand the complex issues surrounding religious accommodations and assist them in complying with Title VII on reasonable accommodation, undue hardship, sincere religious belief, and notice standards.

In addition to accommodation issues, counsel to employers must reevaluate hiring, placement and termination practices within a diverse workforce that may result in a collision of varied religious traditions. (For example, you can’t place an observant Muslim wearing a head covering to “the back office” based on his or her religious garb.)

Employers must also be sensitive to any objectionable workplace conduct based on religion or national origin by coworkers and supervisors as potential harassment and a hostile work environment.

Listen as our authoritative panel provides best practices for hiring, providing reasonable accommodations, and avoiding discrimination claims. They will also provide employers’ counsel with an analysis of recent case law developments.