Here are 2 firms who really screwed up religious accommodation requests
The latest legal triumphs for Muslim employees show how pigheadedness regarding religious accommodation requests is an expensive mistake.
Religious Discrimination
How wacky can discrimination suits get? 4 unbelievable examples
Four recent bias cases should be pretty vexing to HR pros. In two, the alleged victims were given some pretty unusual (and, in at least one case, very large) awards. In the others, the claims against employers will have you banging your head against a wall.
Huge tab for coal company following religious bias lawsuit
The current price of an employee lawsuit alleging religious discrimination? Right around $600k.
Is it OK to call older employee 'Pops' and 'Old Man'?
It’s certainly no secret that age bias claims are on the rise. So here’s a reminder to managers: Calling an older employee “pops” and “old man” — and harassing him to the point where he quits his job — might not work out that well in the long run.
Is putting worker on paid leave grounds for retaliation suit?
Federal courts haven’t exactly been clear on what qualifies as an “adverse action” on an employer’s part when it come to retaliation claims. So a recent ruling in Connecticut comes as good news.
Job offer reasonably retracted due to candidate’s religious conflicts
When it comes to accommodating religious needs, employers often have to be lenient to avoid trouble. But a recent case complicated the matter when a candidate’s request for an accommodation directly interfered with the job requirements. Request posed hardships Mitche Dalberiste, a Seventh Day Adventist, applied for a technician position at GLE Associates, which entailed […]
Must firm allow employee to discuss his religion at work?
Just how much leeway does a manager get to discuss his religious beliefs in the workplace? Judging by a recent court ruling, a lot.
National origin, religious bias cases still rank high on EEOC agenda
National origin and religion are highly sensitive topics in American culture and politics these days. And the workplace is no exception — check out these two recent cases from the EEOC.
Question: An employee has asked for a tricky religious accommodation. At what point does granting one become an undue hardship?
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Question: Is it considered discriminatory to have a no-visible-tattoo policy?
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Question: We have a mandatory flu vaccination policy. Can we discipline employees who don’t get a flu shot?
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Question: We have several employees who have visible tattoos on their arms and neck. Can we require them to cover the tattoos up?
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Question: What are the legal risks of asking employees to participate in holiday parties?
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Refusing a flu shot permissible under religious exemption, court rules
Protection from religious bias casts a wide net under federal law — all the way to whether or not a healthcare facility can require employees to receive a flu shot.
Religion at work: What HR needs to watch for now
Religious discrimination: It’s becoming more common as a legal complaint — and it’s one that’s still misunderstood by many employers.
Religious accommodation: When can you say no?
When employees claim religious discrimination, courts will usually take their word when they say their beliefs are genuine. But does that mean you have to say yes every time someone asks to miss work for religious reasons?
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