The Equal Employment Opportunity Commission has opened the claims process for a $21 million class settlement with Columbia University arising from allegations of antisemitic harassment and retaliation against employees.
Articles Discussing Religious Discrimination Under Title VII Of The Civil Rights Act Of 1964.
Employee’s Religious Accommodations Request Clashes with Employer’s Gender Identity Policy in Pending Fourth Circuit Case
Littler Lounge: Redefining “Reasonable” – Religion and the Workplace
Littler Lounge: Redefining “Reasonable” – Religion and the Workplace
Claire Deason and Nicole LeFave are joined by Littler attorney Devjani Mishra for a conversation that starts with pandemic-era policy puzzles and ends somewhere near the Supreme Court. From temperature checks in parking lots to a tidal wave of exemption requests,
EEOC Moves to Strengthen Religious Accommodation Rights Post-Groff: Key Insights for Employers
The U.S. Equal Employment Opportunity Commission (EEOC) is beginning to clarify an employer’s burden in workplace religious accommodation cases after the Supreme Court of the United States’ Groff v. DeJoy decision in 2023. Two post-Groff federal workforce decisions suggest that employers must engage in a robust and well-documented interactive process
The New Era of Religious Accommodations: Clarifying the Standard for “Sincere Religious Beliefs” and Evaluating Undue Hardship
The New Era of Religious Accommodations: Clarifying the Standard for “Sincere Religious Beliefs” and Evaluating Undue Hardship
Since vaccines became available in response to COVID-19, courts have dealt with an onslaught of litigation involving religious accommodation in the workplace. Most recently, the U.S. Court of Appeals for the Second Circuit
New Federal Religious Expression and Accommodations Guidance May Impact Private Employers
In July 2025, the U.S. Office of Personnel Management (OPM) issued two important memos regarding religious accommodations and religious expression in federal workplaces. Although these memos apply only to federal agencies, they increase the likelihood that the U.S. Equal Employment Opportunity Commission (EEOC) will adopt similar guidance for private employers
Caroline Berdzik Analyzes Decision on Religious Accommodation Requests in Law360 Article
In a Law360 article, Goldberg Segalla’s Caroline Berdzik analyzes a recent Third Circuit decision centered on religious accommodation requests.
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.