This is the second of two posts explaining my recent article, Ordinary Meaning as Last Resort: The Meaning of “Undue Hardship” in Title VII.
According to the EEOC’s suit, the maintenance employee, in accordance with CHOA’s procedures, requested a religious exemption to CHOA’s flu vaccination requirements based on sincerely held religious beliefs.
The link between Bostock v. Clayton County and Students for Fair Admissions v. University of North Carolina
Union partisans in the Biden administration want to bypass Congress and enact controversial labor policies by dusting off rejected 1940s-era legal theories.
The record amply supports the ALJ’s findings that the word was not used as an epithet, a threat, or a derogatory statement towards a co-worker or anyone else in the workplace.
but because here the employer’s (and union’s) actions were basically just an incident of public criticism, they didn’t qualify as hostile environment harassment (and the employee wasn’t fired or demoted).
U.S. employers may require existing workers and new hires to be vaccinated against COVID-19, per new guidance from the Equal Employment Opportunity Commission (EEOC).