by Samuel Diehl, Esq., Gray Plant Mooty, Minneapolis
As the workforce becomes more diverse, religious accommodation requests are becoming more common. In addressing such requests, employers should be mindful of the new informal guidance recently issued by the EEOC regarding religious accommodations involving dress or grooming.
The guidance comes in the wake of several suits accusing employers of religious discrimination for refusing to accommodate certain types of religious dress or grooming in the workplace.
Covered by Title VII
- The guidance uses a Q&A format and covers a range of topics. It explains that:
- All employers covered by Title VII of the Civil Rights Act of 1964 (generally, those with at least 15 employees) must make exceptions to general workplace rules to allow employees to follow their religiously mandated dress and grooming practices unless doing so would pose an undue hardship.
- Title VII protects all asp...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- When employees help sick relatives, beware disability association discrimination
- Mind your P's and P's: Patience and proof are best defense against lawsuits
- Will Isiah Thomas verdict open sex harassment floodgates?
- Supreme Court Rules on the Admissibility of 'Me Too' Testimony in Discrimination Cases