http://www.elinfonet.com/fedindex/18 Articles discussing religious discrimination under Title VII of the Civil Rights Act of 1964. Mon, 06 Oct 2008 19:10:08 EST en-us http://www.elinfonet.com/newscount.php?popID=7317 Article: 7317 Fri, 03 Oct 2008 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) In light of the ever-expanding number of religious discrimination complaints arising in workplaces across the country, the EEOC recently issued a new set of guidelines to assist employers in this area. The revised portion of its employment compliance manual provides an overview of religious discrimination law, and offers "best practices" for employers to avoid discrimination charges. Every employer should be familiar with this comprehensive publication, but don't worry if you don't have time to slog through 73 pages of material – we've done it for you. http://www.elinfonet.com/newscount.php?popID=7202 Article: 7202 Fri, 15 Aug 2008 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) The U.S. Equal Employment Opportunity Commission (EEOC) recently published new guidance (the “guidance”) on religious discrimination which will be included in the agency’s Compliance Manual. The 94 page guidance represents the EEOC’s most comprehensive publication on religious discrimination. It is the agency’s response to a nationwide increase in religious diversity and a corresponding increase in religious discrimination charges filed over the past fifteen years. The purpose of the guidance is to assist personnel at the EEOC as well as employers, employees, and unions, in complying with Title VII of the Civil Rights Act of 1964. The EEOC also published two companion documents, “Questions and Answers: Religious Discrimination in the Workplace” and “Best Practices for Eradicating Religious Discrimination in the Workplace.” http://www.elinfonet.com/newscount.php?popID=7194 Article: 7194 Mon, 11 Aug 2008 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) On July 22, 2008, "[i]n response to an increase in charges of religious discrimination, increased religious diversity in the United States, and requests for guidance from stakeholders and agency personnel investigating and litigating claims of religious discrimination," the Equal Employment Opportunity Commission (EEOC) issued a new Compliance Manual section regarding religious discrimination in the workplace. The new section does not reflect a drastic change in EEOC policies, but is more comprehensive and user-friendly than the prior version. The section covers five major legal topics: coverage issues, disparate treatment analysis, harassment analysis, reasonable accommodation analysis, and related forms of discrimination. http://www.elinfonet.com/newscount.php?popID=7181 Article: 7181 Wed, 06 Aug 2008 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) Many employers assume – incorrectly – that they can avoid all discrimination claims by simply treating everyone exactly the same and making no exceptions. While that approach will keep you out of most discrimination problems, it can still result in claims of religious discrimination. Here's why. http://www.elinfonet.com/newscount.php?popID=6895 Article: 6895 Thu, 01 May 2008 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) 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. http://www.elinfonet.com/newscount.php?popID=6885 Article: 6885 Tue, 22 Apr 2008 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) 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. http://www.elinfonet.com/newscount.php?popID=6802 Article: 6802 Thu, 13 Mar 2008 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) 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. http://www.elinfonet.com/newscount.php?popID=6780 Article: 6780 Wed, 05 Mar 2008 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) 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. http://www.elinfonet.com/newscount.php?popID=6724 Article: 6724 Tue, 19 Feb 2008 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) 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. http://www.elinfonet.com/newscount.php?popID=6530 Article: 6530 Thu, 29 Nov 2007 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) 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.