Do you have to accommodate individuals whose religious beliefs lead them to think their jobs will brand them with the “Mark of the Beast?” Is this something you even have to worry about?
Here’s a recent case that shows the importance of interview documentation.
A Syosset, NY company sued by the EEOC for religious discrimination after employees said they were fired for refusing to participate in religious practices lost its bid to get a $394,991 award struck down and to get a new trial in the case. The EEOC sued United Health Programs of America Inc. (UHP) and its […]
2012 saw the second-most religious bias complaints ever. Here’s Exhibits A and B.
We often read court decisions where employers get hammered for failing to properly handle an employee request for an accommodation of some type. Nice to see one case where common sense carries the day.
Need more proof that stray comments by hiring managers can get companies in big legal trouble? Try this million-dollar lawsuit against Disney.
California law now prohibits employers from implementing dress and appearance policies that discriminate against employees or job applicants based on how they wear their hair.
Any employer would love to have workers who are emotionally aware and good at solving problems, but one company went about teaching these skills the wrong way.
Many companies create employee appearance policies to improve customer relations. What happens when a worker says his religion won’t let him follow the new rules?
In this holiday season, a case which reminds us of just how complicated all this diversity stuff can get:
Since the terrorist attacks of 9/11, the number of religious-discrimination complaints against employers has gone up by 67%. To address that, the Equal Employment Opportunity Commission has issued new guidelines for employers on what’s considered a “religion” and what an employer’s obligations are for accommodating employees’ religious observations.
The EEOC recently warned employers about two common religious discrimination pitfalls.
Lesson from a recent court ruling in a religious discrimination case: Yes, companies must take reasonable steps to accommodate workers’ religious beliefs. No, they don’t have to provide accommodations that would impose a hardship on the organization.
Even organizations involved in the most noble pursuits sometimes run afoul of discrimination laws.
The latest legal triumphs for Muslim employees show how pigheadedness regarding religious accommodation requests is an expensive mistake.
Get up to date with our Blueprints.