Few issues are more sensitive for employers than accommodating employees’ religious practices and observances. In recent years, Muslim employees and their employers have struggled with how to handle the religious requirement to perform obligatory prayers while at work. Here are some suggestions.
You’ve taken all of the appropriate precautions to make your annual holiday season fun and hopefully not a source of harassment complaints against your managers. Assuming you don’t live next door to the Bumpuses, what else can go wrong?
Religion has been a major feature in many historical conflicts. It probably comes as no surprise then that religious conflicts around the globe are on the rise. And it’s no wonder that in our religiously pluralistic nation, employers and employees find it difficult to navigate the religious accommodation requirement in Title VII of the Civil […]
by David L. Johnson “Have a blessed day.” “I’m praying for you.” “Are you a believer?” “Would you be interested in attending church with me?” Comments and questions like those may be common in your workplace. On the one hand, Title VII of the Civil Rights Act of 1964 bars employers from discriminating against employees […]
Achieving a diverse workforce is a highly touted goal among employers. It’s a goal that drives recruiting as well as efforts to build company culture. But the details – the various policies and rules employers may adopt without considering risks—can be easy to overlook. One area not to be forgotten: dress codes and other appearance […]
by Steven T. Collis Recent news stories describe the tension between Muslim workers seeking multiple prayer breaks at specified times throughout their workday and employers that need those workers on the assembly line. Many Muslim employees have walked off the job, claiming their prayer break requests have been unlawfully denied. With so much coverage of […]
by Maggie LeBato and H. Mark Adams Both federal and state laws prohibit employers from discriminating against employees because of their religion. The courts have further ruled that the prohibition against religious discrimination requires you to accommodate your employees’ sincerely held religious beliefs unless it would cause undue hardship to your business. You might assume, […]
by Charles S. Plumb On Monday, June 1, the U.S. Supreme Court ruled in favor of the Equal Employment Opportunity Commission (EEOC) and against Abercrombie & Fitch Stores Inc. in a religious discrimination lawsuit involving a Muslim job applicant at its Tulsa store. In some ways, the Supreme Court’s decision may have the unintended result […]
A ruling in a closely watched religious discrimination case means employers may be liable for discrimination if they base employment decisions on an applicant’s suspected religious practices even in situations, such as the one in this case, in which the applicant hasn’t directly disclosed a need for a religious accommodation. On June 1, the U.S. […]
by Gregory L. Silverman Religious accommodations in the workplace can be challenging for employees and employers to navigate. In our increasingly diverse and religiously pluralistic society, an employee’s religious practices may conflict with practices in the workplace. Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against any individual with respect […]