Total Articles: 10
XpertHR • September 14, 2017
Religious accommodation questions often present unique challenges for employers who are faced with determining whether they should bend their time off or dress code rules to accommodate an employee’s religious beliefs and practices. For example, a Muslim employee may request to pray during the work day, a Jewish employee may seek to leave early on Fridays for the Sabbath or a Sikh employee may want to wear a turban to work.
Nexsen Pruet • August 02, 2017
Increasingly, employers are turning to biometric scanners – usually a fingerprint or hand scanner – to track employees’ working time. This method for clocking in and out is generally more efficient and accurate than traditional methods, such as using a punch clock.
Goldberg Segalla LLP • July 11, 2017
Most employers know of the requirement to adjust any aspect of the working environment which may conflict with an employee’s religious beliefs. At the federal level, under Title VII, an employer must make reasonable accommodation for the religious observances of its employees, short of incurring an undue hardship. But what are religious accommodations? What proof may an employer request in order to establish that the employee is being sincere? The 4th Circuit recently examined a religious accommodation scenario that ended in an award of nearly $600,000 in damages and other benefits to the employee.
Fisher Phillips • June 15, 2017
Here’s some advice you probably didn’t think you needed, employers: you should avoid, at all costs, giving or threatening to give your employees the biblical Mark of the Beast. And if they think you are doing so, you should accommodate them if possible. An employer in West Virginia ignored this advice and will now have to write a $550,000 check to a former employee after the 4th Circuit Court of Appeals affirmed a whopping jury verdict earlier this week (EEOC v. Consol Energy).
Fisher Phillips • May 08, 2017
President Trump signed an executive order on religious liberty yesterday to commemorate the National Day of Prayer. Like many before it, the exact contents of this order were hotly anticipated, fueled by White House leaks and presidential tweets, with many speculating that the order would greatly affect employment and other civil rights laws.
Jackson Lewis P.C. • May 05, 2017
During a ceremony in the Rose Garden, President Trump signed a much-anticipated “Religious Liberty” executive order.
Nexsen Pruet • April 20, 2017
The Equal Employment Opportunity Commission announced that it filed a lawsuit last month against a South Carolina company that allegedly refused to accommodate a truck driver’s religious beliefs. The employee apparently subscribed to a Hebrew Pentecostal religious faith that forbade him from engaging in labor during the prescribed Sabbath (Saturday). The EEOC alleged that the trucking company engaged in religious discrimination against the driver after he was terminated for refusing to work a particular Saturday.
XpertHR • January 09, 2017
Employers that require their employees to get flu shots must provide exemptions for employees whose religious beliefs forbid vaccinations or risk a lawsuit by the Equal Employment Opportunity Commission (EEOC).
Ogletree Deakins • November 04, 2016
A federal district court recently ruled that an employer-initiated program known as Onionhead was a religion for the purposes of Title VII of the Civil Rights Act of 1964. In Equal Employment Opportunity Commission v. United Health Programs, No. 14-CV-3673 (September 30, 2016), the U.S. District Court for the Eastern District of New York held that Onionhead (also sometimes known as Harnessing Happiness) “qualifies as a religion” under Title VII.
Littler Mendelson, P.C. • October 14, 2016
A New York federal court recently sided with the Equal Employment Opportunity Commission (“EEOC”) as to whether a company’s internal conflict-resolution program was religious in nature.1 Because the program—called “Onionhead,” or occasionally, "Harnessing Happiness"—was deemed religious, the company was held potentially liable under Title VII of the Civil Rights Act of 1964 (“Title VII”) for seeking to impose its own religious beliefs on employees.