Articles Discussing General Topics Regarding Religious Discrimination Claims Under Title VII Of The Civil Rights Act Of 1964.

On March 19, 2026, the U.S. Department of Labor (DOL) launched a new website for its “Center for Faith.” According to the DOL, the website “contains resources for Americans who may have faced religious discrimination in the workplace, as well as information for faith organizations on potential grant opportunities and

The First Circuit Court of Appeals’ recent decision in DeAngelis v. Hasbro, Inc., is a reminder to employers that religious discrimination claims stemming from COVID-19 vaccination policies are not yet a thing of the past. Those cases continue to offer crucial insights for employers as they navigate religious accommodation requests

Ramadan is coming up soon, so now is a good time to understand an employer’s religious accommodation obligations and legal protections for Muslim employees. This year—depending on the exact timing of lunar events on which the Islamic calendar is based—Ramadan will start around February 18, 2026, and end around March

Ramadan is coming up soon, so now is a good time to consider religious accommodations and legal protections for Muslim employees.

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?

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

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

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.

In this episode, Jen explains the impact of the recent US Supreme Court’s religious accommodation decision in Groff v. Dejoy.

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

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.

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

IN GROFF V. DEJOY, THE U.S. SUPREME COURT RENDERS NEW STANDARD FOR EMPLOYERS ASSESSING RELIGIOUS ACCOMMODATIONS

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.”