A recent case from the Fourth Circuit illustrates the risks for employers posed by the obligation to reasonably accommodate religious objections to workplace rules and practices under Title VII. How should an employer handle accommodation requests based on religious beliefs...
Question: We subsidize a different meal in our employee cafeteria each week. For example, last week hamburgers were only $2.00 instead of $5.00. Usually we subsidize meat dishes. A vegan employee has protested we do not similarly subsidize vegan dishes...
Question: We have a group of employees who are Muslim and want to be allowed to take additional prayer breaks during Ramadan. We would rather just have them take the whole day off as vacation rather than work a different...
Question: Our company operates seven days a week. Periodically, employees advise us that working on Saturdays or Sundays interferes with their religious beliefs. When possible, we let employees juggle their schedules to accommodate the belief systems of their co-workers. And,...
Quirky Question # 122: I read the religious discrimination question posed to your colleague in Seattle. We have a slightly different issue. All of our employees are required to wear identification tags when they are in our buildings. The IDs...
Quirky Question # 120: Our retail company has mandatory weekly sales meetings which occur across town from one of the store branches. Each week, our store branch manager and his four salespersons must come from across town to the sales...
Quirky Question # 95: I read with interest your analyses of beards and facial jewelry in the context of religious discrimination claims. Maybe I’m beating this topical horse to death, but we’ve encountered a situation where an employee is claiming...
Quirky Question # 92: We have an employee who wears a nose ring. Because she interacts regularly with the public, and because we have a “no facial jewelry” policy, we asked her to remove the nose ring. She claims, however,...
Quirky Question # 88: We have various policies at our company relating to the appearance of our employees. One of those policies is that our male employees must be clean shaven. Several of our employees are protesting that policy on...
Quirky Question # 58: I read with interest your last question about a company’s obligation to accommodate an individual’s religious beliefs, assuming that it would not cause an undue hardship to the employer. We have a slightly different problem. One...
Jack SullivanJack is a Partner in Dorsey’s Labor & Employment group, where he focuses his practice on employment adv...
Nisha VermaNisha has delivered results for her clients with respect to all aspects of employment litigation, including com...
Aaron GoldsteinAaron is a Partner in Dorsey’s Labor & Employ...
Hannah GreenHannah is an associate in the Costa Mesa offic...
Michelle HaynesMichelle’s practical and thorough approach to l...
Susan LorencSusan is a strategic labor and employment advisor...
Nick PappasNick litigates and counsels with respect to com...
Ketul PatelKetul advises employers on the full spectru...
