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Article Index » religious discrimination: 10 Most Recent Articles Report Link Existing Shift Rotation and Swap Policy for Title VII Religious Accommodation May Be Insufficient.Jackson Lewis LLP - May 01, 2008 An employer's existing shift-rotation system and voluntary shift-swap policy alone may not constitute a reasonable accommodation for employees asserting they are unable to work on certain days due to their religious beliefs, the U.S. District Court for the Western District of Pennsylvania has found in denying summary judgment for the employer under the federal Civil Rights Act of 1964. Report Link Court Rejects Terminated Worker's Religious Discrimination Suit.Ogletree Deakins - April 01, 2008 A federal appellate court recently affirmed the dismissal of a lawsuit brought by the Equal Employment Opportunity Commission (EEOC) on behalf of an employee who claimed that his employer discriminated against him because of his religion in violation of Title VII of the Civil Rights Act. According to the Fourth Circuit Court of Appeals, the employer satisfied its obligation to reasonably accommodate the worker's religious beliefs. Report Link Fourth Circuit Finds Interests of Employer and Other Employees Not Trumped by Religious Accommodation.Jackson Lewis LLP - March 13, 2008 An employer is not required to completely accommodate an employee’s religious beliefs where it would create a significant negative impact on co-workers and the employer, a federal appeals court in Richmond has held. EEOC v. Firestone Fibers & Textiles Co., No. 06-2203 (4th Cir. Feb. 11, 2008). In affirming a lower court’s granting of summary judgment, the Fourth Circuit Court of Appeals found it appropriate to consider the impact on the employer and co-workers in determining whether an accommodation of an employee’s religion is reasonable. The Fourth Circuit has jurisdiction over Maryland, North Carolina, South Carolina, Virginia, and West Virginia. Report Link Accommodating the Faithful.Fisher & Phillips, LLP - March 05, 2008 A recent case from the Eleventh Circuit reminds us that navigating the minefield of religious accommodation issues can be difficult but manageable. Cynthia Morrissette-Brown is a Seventh-Day Adventist who claimed that her employer did not reasonably accommodate her "deep religious convictions" which prevented her from working Friday or Saturday shifts. The employer ultimately prevailed by showing that it had a neutral rotating shift system and that it provided Ms. Morrissette-Brown the opportunity to swap shifts with her co-workers. Morrissette-Brown v. Mobile Infirmary Medical Center. Report Link Crossed: When Religion and Dress Code Policies Intersect.Helms Mulliss & Wicker - February 19, 2008 Visible tattoos. Headscarves. Body piercings. What do these things have in common? They are the latest battleground for employers in cases of employment discrimination.
It is commonly accepted that companies have the right to adopt personal appearance and dress code policies for their workforce, within limits. Reasons for such policies include conveying a certain image to customers or clients, portraying a professional or business-like appearance, and enforcing safety standards. However, in developing and assessing violations to these policies, employers must increasingly be mindful of potential claims of religious discrimination. Report Link Holiday Tips to Avoid Religious Discrimination in the Workplace (pdf).Nexsen Pruet - November 29, 2007 The end of the year and the accompanying holidays often bring requests by employees for time off for the religious observances and requests to display religious symbols at work. Report Link Accommodating Religious Beliefs In Healthcare Settings.Fisher & Phillips, LLP - November 05, 2007 In recent years, much attention to religious discrimination in the workplace has centered around Islamic religious practices. Not surprisingly, the EEOC reported seeing a spike in discrimination claims by Muslims after 9/11. In June, a federal jury in Arizona awarded a Muslim woman $288,000 after she was fired four months after the 9/11 attacks for wearing a head scarf during Ramadan. Report Link That Old Time Religion.Fisher & Phillips, LLP - October 04, 2007 While employers stay focused on profits and maintaining a competitive edge in today’s marketplace, religion has begun playing a major role in employee relations. Title VII recognizes the important role that religious freedom plays in our society and its protection goes beyond mere negative restrictions to impose an affirmative obligation to reasonably accommodate religious beliefs. Report Link Accommodating a Muslim Woman's Right to Wear a Headscarf at Work: Recent Court Decisions.Littler Mendelson, P.C. - September 18, 2007 In recent years, following the events of September 11, 2001, the EEOC and private attorneys have filed lawsuits on behalf of Muslim women who claim they were discriminated against by their employers for wearing a hijab, or headscarf, to work. Three recent decisions provide insight on the attitude of juries and judges towards these claims. Report Link You Can’t Make Me Sell That!Fisher & Phillips, LLP - September 07, 2007 Companies today are being faced with a surge of employees who are conscientious objectors to some part of the employer's business on the basis of their religion. Stories range from taxi drivers refusing to transport customers who are carrying liquor to cashiers refusing to service customers purchasing pork.
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ArticlesFound: 10 ArticlesNO SUBTOPICSEmployment Law Seminars
UNDERSTANDING YOUR ETHICAL RESPONSIBILITIES AT WORK (AB 1234 COMPLIANCE)
Sacramento
May 13, 2008 Shaw Valenza LLPPreventing Wage/Hour Class Actions.Online
May 13, 2008 LittlerHOW TO CONDUCT EFFECTIVE INTERNAL INVESTIGATIONSSacramento
May 13, 2008 Shaw Valenza LLPHow to Stay Union FreeLas Vegas
2008-5-13 Jackson Lewis LLPConducting Effective Investigations of Employment Claims: Essential Skills for Internal InvestigatorsHouston
May 13, 2008 Littler2008 Public Sexual Harassment Training for supervisors and managers.Universal City
May 13, 2008 Ballard RosenbergSHRM Morris County Monthly Legal UpdateFlorham Park
2008-5-14 SHRM Morris County ChapterThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActHartford
2008-5-14 Jackson Lewis LLPDigital Dangers: Recent E-Discovery Developments and TrendsLas Vegas
May 14, 2008 LittlerHealth Care's New Labor and Privacy Law Frontiers: Defusing Tomorrow's Problems TodayDenver
May 14, 2008 Littler |
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