Religious Accommodations In The Workplace: Your Obligations And Rights Explained
|Date / Time:
Under Title VII of the Civil Rights Act of 1964 (Title VII) it's unlawful for an employer of 15 or more employees to discriminate against applicants or employees on the basis of the individual's religion.
And recently, religious discrimination claims are on the rise. In 1997, 2.1 percent of the claims filed with the Equal Employment Opportunity Commission were for religious discrimination, and that number jumped to 3.8 percent in 2012. Consider these recent examples:
- In 2013, the EEOC obtained a $25,000 settlement against a Dallas fast food restaurant that fired a teenage worker who showed up to work wearing a black skirt rather than black pants, which the dress code required. The young woman had explained to the hiring manager when interviewing for a cashier's job that she had to wear a skirt due to her Christian faith and the hiring manager didn't have a problem with it. But when she reported for orientation, she learned she couldn't work in a skirt and was turned away for employment
- In another recently settled case, a senior living facility agreed to pay $42,500 for refusing to excuse a Christian employee from working on Sundays
These cases show why it's crucial to be aware of the legal and practical challenges that arise when it comes to religion in the workplace. Participate in this interactive webinar and learn how to avoid discrimination claims and accommodate your employees, all while meeting organizational needs.
You Will Learn:
- What constitutes a "sincerely held religious belief" under Title VII
- What constitutes notice of a sincerely held religious belief - and when it's sufficient to trigger the duty to accommodate
- What your policy about religious accommodations should state
- The analysis to apply when deciding whether the requested accommodation, such as a request for certain days off, will result in an "undue hardship" on your organization
- The difference between speculative reasons for denying a religious accommodation and concrete, legally defensible evidence that will support your position that granting the accommodation would result in an undue hardship
- How to properly deny a request for accommodation - the type of documentation to draft and communicate to the employee requesting the religious accommodation
- How to enforce your dress code and grooming policies without violating Title VII with respect to one's religion, which may require certain dress, facial hair, and more
- Practical pointers on how to make sure supervisors and line managers don't misstep when a request for a religious accommodation has been made
- Key takeaways from recent EEOC enforcement actions, lawsuits, and settlements related to requests for religious accommodation so you don't make the same mistakes those employers made
In just 90 minutes, you'll gain a complete understanding of which regulations come into play when you're dealing with religious accommodations in the workplace. Register now for this event!
About Your Presenter:
Attorney Margaret "Meg" Carroll Alli is a shareholder in the Metro Detroit office of Ogletree, Deakins, Nash, Smoak &Stewart, P.C. where she represents and counsels corporate clients, not-for-profit organizations and educational institutions on the umbrella of employment laws and regulations that affect them.
She has defended employers, schools, and colleges in state and federal courts, administrative agencies and arbitration proceedings and has served as select counsel for employment practices liability insurance carriers and represented employers in wage/hour litigation and ìclassî challenges to pay practices and exempt classifications.
Attorney Phillip J. Strach is a shareholder in the Raleigh, North Carolina, office of Ogletree, Deakins, Nash, Smoak &Stewart, P.C. where he regularly represents management in labor/employment law and related matters.
A significant area of Mr. Strachís representation of employers and management includes advising clients on covenants not to compete and litigating claims involving restrictive covenants, trade secrets, and other business-related litigation. He also regularly defends management and employers in employment discrimination cases and counsels management on how to prevent or reduce the risk of these lawsuits.
Cannot Attend The Live Presentation?
This presentation is also available in a recorded format, in CD version, as shown in the pricing options below.
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|Licenses / Designations / Educational Credits:||PHR / SPHR Re-Certification Credits|
All US States: 1.5
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|Keywords For This Course:|
Religious accommodation in the workplace, religious accommodation
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