by Robert C. Ludolph and Adam A. Wolfe, Esqs., Pepper Hamilton LLP
There was a time when people just didn’t discuss religion in polite company. Today, public expressions of religious beliefs and practice fill the workplace.
Employers are often reluctant, however, to raise concerns over the impact of an employee’s religious practices. Those issues generally aren’t considered to be job-related, and the fear is that addressing them might cause a discrimination lawsuit.
Complaints on the rise
In the years following the Sept. 11 terrorist attacks, religious discrimination claims have spiked to twice the number filed in 2001. Employees with sincere religious beliefs increasingly seek accommodations when they face a conflict with inflexible job requirements.
On religious matters, employers and the courts look for guidance on the duty to accommodate found in the ADA and the ADA Amendments Act of 2008. While accommodating an employee...(register to read more)
- Supreme Court allows retaliation suits under Civil War-Era law
- Must we allow an employee's 'representative' to sit in on investigative meetings?
- When sexual harassment accusations fly, investigate and discipline right away
- Warn bosses: E-mail is smoking-gun evidence
- Mandating New-Age spirituality at work can trigger an Old-School lawsuit