|
|
|
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
State Employment Law Articles
Report Link Supreme Court Addresses Standard For Religion Based Hostile Work Environment Claims.Ogletree Deakins - August 05, 2008 In this much anticipated case, the Supreme Court for the first time addressed the test for establishing a case of hostile work environment based upon religion and ancestry. The Court held that the previously-developed standard set forth in Lehmann v. Toys R Us for evaluating sexual harassment claims applies to hostile work environment claims generally, and a claimant asserting harassment based on religion and ancestry bears no heavier burden than any other claimant. Report Link The New Jersey Law Against Discrimination Now Requires Religious Accommodation in the Workplace.Buchanan Ingersoll & Rooney PC - February 07, 2008 The New Jersey Law Against Discrimination (NJLAD) was amended, effective January 13, 2008, to require employers to accommodate their employees' sincerely held religious beliefs unless doing so would result in an undue hardship to the employer. See N.J.S.A. 10:5-12(q). Report Link Change to New Jersey Law Against Discrimination Provides Employees Greater Religious Accommodation Rights.Jackson Lewis LLP - February 06, 2008 While the New Jersey Law Against Discrimination ("LAD") has long prohibited discrimination on the basis of religion, effective January 13, 2008, the law's protections are greatly expanded for employees seeking religious accommodations. Amendments to the LAD impose an affirmative duty on New Jersey employers to reasonably accommodate employees' "sincerely held religious observance or practice". To satisfy this obligation, employers will be required to allow employees time off to observe the Sabbath or other holy day, unless such accommodation would pose an "undue hardship" on the employer's business. Such a duty appears to exceed an employer's obligation to accommodate religious practices under federal law. An accommodation need not be granted under federal law if an accommodation imposes more than a "de minimis" burden on the employer. Report Link New Jersey Enacts Broad Religious Accommodation Law.Ogletree Deakins - January 22, 2008 The New Jersey Law Against Discrimination ("LAD") was amended effective January 13, 2008, to expressly provide that employers must reasonably accommodate applicants' and employees' sincerely held religious beliefs - such as allowing time off to observe the Sabbath or other holy days - unless to do so would impose an undue burden. Although the LAD has long prohibited discrimination on the basis of religion, the new amendments establish an affirmative duty of reasonable accommodation not previously recognized under state law. Indeed, the newly-enacted reasonable accommodation obligations appear to greatly exceed employers' existing obligations under federal law. Report Link Muslim Employee's Religious Bias Claim Rejected (pdf)Ogletree Deakins - February 27, 2006 The New Jersey Appellate Division
recently rejected a lawsuit brought
by a Muslim nurse who claimed that
she was fired based on her religious
beliefs. According to the court, the
employer had a legitimate, non-discriminatory
reason for its discharge
decision.
|
Count and Sub-TopicsArticles Found: 5NO SUBTOPICSEmployment Law Seminars
2010 Ushers In Many Important Changes to Workplace Laws
Columbia
November 20, 2009 Fisher & PhillipsANNUAL EMPLOYMENT LAW UPDATESacramento
December 1, 2009 Shaw ValenzaMonthly Webinar: Preventing Workplace Harassment (California and National)Webinar
December 1, 2009 LittlerCalifornia Legally Required Sexual Harassment Training: It's Never Too Late to ComplySan Francisco
December 1, 2009 Fisher & PhillipsThe Constangy Management Training Center "Employment Law 201"Tampa
December 2, 2009 ConstangyCalifornia Legally Required Sexual Harassment Training: It's Never Too Late to ComplyOntario
December 2, 2009 Fisher & PhillipsAudio Conference: Employee Caregivers Dealing With DementiaAudio Conference
December 2, 2009 Young ConawayClients, Adversaries and Witnesses: The Ethics of Communication in a Fast-Paced Legal World Web CastWebinar
December 4, 2009 Ford & HarrisonTaking Executive Compensation Hostage; What To DoWebinar
December 8, 2009 Baker HostetlerPREVENTING HARASSMENT AND OTHER EEO ISSUES AT WORK: IT’S ALL ABOUT RESPECT (AB 1825 COMPLIANCE)Sacramento
December 9, 2009 Shaw Valenza |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2009 elinfonet.com, llc.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds