In a Law360 article, Goldberg Segalla’s Caroline Berdzik analyzes a recent Third Circuit decision centered on religious accommodation requests.
Articles Discussing Religious Discrimination Under Title VII Of The Civil Rights Act Of 1964.
Attending to EEOC’s New Workplace Focus: Antisemitism on College Campuses
Equal Employment Opportunity Commission (EEOC) Acting Chair Andrea Lucas issued a statement on March 17, 2025, notifying universities and colleges that the EEOC intends to hold them accountable for antisemitism in on-campus workspaces.
Ramadan Starts Soon: Considerations for Employers
Ramadan is coming up soon, so now is a good time to consider religious accommodations and legal protections for Muslim employees.
Prayers for Religious Holiday Time Off May Need to Be Accommodated by Employers
Knowing several religious holidays are coming up soon, employers can take steps to avoid triggering religious discrimination and reasonable accommodation lawsuits. Consistently applying paid time off rules can help to prevent discrimination, retaliation, and religious reasonable accommodation claims.
Tips for Restaurants, Retailers When Faced With Sabbath Day Requests
Imagine you manage a busy restaurant, and you are working on the schedule for next week. Saturday is your busiest day, and you need all hands on deck, so you need to schedule everyone for that day. Just when you have the schedule finished, an employee approaches you and says she cannot work Saturdays because her religion prohibits working on Saturdays. Not only does she need this Saturday off, but all Saturdays in the future. What do you do?
Court Rules Accommodating Religious Request is Undue Hardship
By: Court Rules Accommodating Religious Request is Undue Hardship
While diversity enriches the workplace, it can also present challenges for employers striving to create inclusive environments that accommodate everyone’s perspectives. In Kluge v. Brownsburg Community School Corp., a federal court weighed in on one employer’s decision not to continue a requested
Employee Religious-Exemption Protections Safeguarded in COVID-19 Discrimination Claim
Evidence of active practice in a religious sect, coupled with cited scripture, weighs strongly in support of a finding that an employee’s beliefs are religious in nature for determining whether an employee is entitled to a religious accommodation under Title VII
Guidance for Employers to Ensure Workplaces Remain Free from Antisemitism
Executive Summary: The unprecedented increase in antisemitism in the workplace may subject employers to liability under federal and state laws prohibiting discrimination on the basis of religion, race, national origin and ethnicity. This Alert addresses some steps employers can take to ensure their workplaces are free from discrimination and antisemitism and are in compliance with state and federal laws. Doing so not only protects employers in the case of discrimination litigation but also ensures a safe and productive work environment for all employees, including Jewish employees.
What the Changed Standard for Religious Accommodations Means for the Shift-Based Retail Industry
The retail industry is a shift-based industry, dependent on workers signing up for weekday and weekend shifts, for holidays, and for times when few average workers would dream of being awake and at work. What if an employee cannot work a required shift because of a sincerely held religious belief? The U.S. Supreme Court’s accommodation decision in Groff v. DeJoy, 600 U.S. 447 (2023), may have a unique impact on this industry.
The U.S. Supreme Court’s New Religious Accommodation Rule
In this episode, Jen explains the impact of the recent US Supreme Court’s religious accommodation decision in Groff v. Dejoy.
Seventh Circuit Revives Teacher’s Religious Discrimination Case Over Transgender Students’ Names and Pronouns
On July 31, 2023, the Seventh Circuit Court of Appeals revived a Christian teacher’s religious discrimination lawsuit over his refusal to refer to transgender students by their names and pronouns with which they identified. The case highlights the tension between discrimination against LGBTQ+ individuals and discrimination based on religion amid
Religious Accommodation Requirements Just Took a Turn
One of the trickier issues in the workplace can be a religious accommodation request, and on June 29, it got a lot trickier. In Groff v. DeJoy, No. 22-174 (June 29, 2023), the US Supreme Court decided a case involving a mail delivery employee working for the United States Postal Service. An Evangelical Christian, he asserted that his religious belief required that Sundays be devoted to worship and rest, not work. He eventually resigned after being disciplined for missing several Sundays.
The Supreme Court’s Religious Accommodations Ruling and the Evolution of ‘Undue Hardship’ From Hardison to Groff
How much burden must a company demonstrate before it is relieved of the obligation to accommodate an employee’s religious beliefs in the workplace under Title VII of the Civil Rights Act of 1964? On June 29, 2023, the Supreme Court of the United States issued a decision clarifying the answer
U.S. Supreme Court Heightens Employer Burden for Religious Accommodations
IN GROFF V. DEJOY, THE U.S. SUPREME COURT RENDERS NEW STANDARD FOR EMPLOYERS ASSESSING RELIGIOUS ACCOMMODATIONS
Supreme Court Paves the Way for more Religious Accommodations in the Workplace
Executive Summary: On June 29, 2023, the U.S Supreme Court issued a decision that broadens protections for workers seeking religious accommodations in the workplace. In Groff v. DeJoy, 600 U. S. ____ (2023), a unanimous decision, the Court rejected the “de minimis” test that has long been used to determine whether a requested accommodation would create an undue hardship on the employer and held that undue hardship now will be analyzed by evaluating whether granting the accommodation would result in “substantial increased costs in relation to the conduct of its particular business.”