Topic
Religious Accommodation
431 published works
Connecticut Employment Law Blog
Consistency in Policy Application Critical for Employers
[caption id="attachment_6327" align="alignright" width="300"] From left, ADL General Counsel Steve Sheinberg, CHRO Deputy Director Cheryl Sharp, Shipman & Goodwin partners, Gabe Jiran and Daniel Schwartz[/caption] As I talked in yesterday's…
Connecticut Employment Law Blog
Although Unconstitutional, Employment Blue Laws Are Remnant of Old System
UPDATED: Since the initial post, the CTDOL website has been updated to reflect a change in the law. The post has been updated to reflect these changes. With all the…
Employment Law Worldview
California court says Sun Worshipping Atheist can be required to work overtime, even if it means getting less than 8 hours of sleep
By Daniel Pasternak, Squire Patton Boggs
Marshel Copple is a “Sun Worshipping Atheist” – a religion he created and of which he is the sole member. The core principles of Sun Worshipping Atheism, according to Mr.…
California Employment Law
CA Employers Not Required to Accommodate Single-Member Made Up Religions
After the California Department of Corrections disciplined corrections officer Marshel Copple, he sued it for failing to accommodate his religion. What religion, you ask? "Sun Worshipping Atheism." Never heard of it?…
Labor Days
Abercrombie Hijab Case Could Create “Damned if You Do, Damned if You Don’t” Situation for Employers
All reports and the transcript from Wednesday’s Supreme Court argument in the closely-watched Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores Inc. case seemed to reveal a Court that…
Michigan Employment Law Advisor
When Does an Employer Have Notice of an Employee’s Need for Religious Accommodation?
By Jason Shinn
As an employment law nerd, I often get giddy when there is a meaty employment law issue being addressed by the U.S. Supreme Court (hopefully Justice Ginsburg took it easy…
Employer Law Report
Employers are not required to break the law to provide a religious accommodation
The Sixth Circuit Court of Appeals provides a common sense decision in Yeager v. FirstEnergy Generation Corporation, reminding employers they are not liable under Title VII when “accommodating an employee’s…
Global Workplace Insider
Accommodating religious preferences of job applicants: EEOC vs. Abercrombie & Fitch goes to the US Supreme Court
By James Hughes
Under Title VII, employers have a duty to reasonably accommodate the religious beliefs of applicants and employees, where it is not an undue hardship to do so. Similar to requirements…
Employment Law Worldview
US 6th Circuit: “Mark of the Beast” or Not, Employers Need Not Accommodate Religious-Based Refusal to Provide Social Security Numbers
Earlier this week, the US Court of Appeals for the Sixth Circuit affirmed the dismissal of a discrimination lawsuit brought by an individual who claimed that FirstEnergy Generation Corp. had…
Texas Employment Lawyer
An employee’s bona fide religious belief does not require an inquiry into the nature of the activity itself.
“A showing of sincerity, however, does not require proof that the July 3rd church event was itself a true religious tenet, but only that [Plaintiff] sincerely believed it to be…