Tag: Religious Discrimination

Nonreligious observance may require religious accommodation

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, […]

Supreme Court rules against Abercrombie & Fitch in headscarf lawsuit

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 […]

Supreme Court sides with EEOC in religious discrimination case

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. […]

Is Your Dress Code Legal?

Many businesses find it appropriate to implement a dress code to ensure that everyone within the organization dresses appropriately and to a companywide standard. But the way an individual chooses to dress is a very personal decision, and an employee’s choice of clothing is one that can involve many factors, including the cost of the […]

High court lets Hobby Lobby, others opt out of contraception coverage under ACA

The U.S. Supreme Court reviewed the Affordable Care Act (ACA) again this term, and today, it held in Burwell v. Hobby Lobby Stores, Inc. that the ACA’s contraceptive mandate violates the Religious Freedom Restoration Act of 1993 (RFRA) as it is applied to “closely held corporations.” According to the Court’s 5-4 opinion, the mandate “substantially […]

Trends in religious discrimination and accommodation

by Alka Ramchandani The Equal Employment Opportunity Commission (EEOC) has been coming down hard on organizations that are failing to accommodate employees for their religious beliefs. What follows are a few tools and concepts you may use to eliminate the potential of being a target for a lawsuit based on religious discrimination or failure to […]

Maintaining a religion-neutral workplace

by Charles S. Plumb About a year ago, a group of private citizens paid for a seven-foot-tall granite monument of the Ten Commandments and gained approval for it to be placed on the north end of the Oklahoma Capitol grounds. Not surprisingly, a satanic group then asked Oklahoma’s Capitol Preservation Commission for permission to erect […]

Steer clear of holiday season’s discrimination hazards

December is often a time for office parties, gift exchanges, and general holiday cheer in the workplace, but the season also can bring claims of discrimination and harassment if employers aren’t mindful of a religiously diverse workforce.  Legal hazards come in many forms. For example, non-Christians may feel discriminated against or harassed by all the […]

Title VII verdict upheld for Egyptian-American Muslim employed by BSA

by Rosemary B. Guiltinan The U.S. 1st Circuit Court of Appeals  recently upheld a jury verdict in favor of an Egyptian-American Muslim employee of the Boy Scouts of America (BSA) who claimed the BSA denied him career advancement opportunities based on his national origin and religion. The court upheld the verdict because the employer failed […]

Balancing act: religious accommodations vs. diversity goals

by Tara Martens Miller Freedom to believe and practice your own religion is a strongly held American value as well as a right recognized by  the Equal Employment Opportunity Commission (EEOC) and most state organizations charged with receiving and investigating claims of discrimination. Sometimes, however, an employee’s expression of religious beliefs in the workplace can […]