Ever have employees tell you they need time off for religious reasons? Or, that they won’t perform a certain task because it’s against their religion? Their managers may be tempted to yell “Clam up and get back to work,” but that’s an expensive reply, as two new court rulings show.
Title VII says employers must accommodate employees’ “sincerely-held” religious practices unless it would cause an “undue hardship” to the business. The EEOC—in what appears to be a trend—says it is about time that employers got religion about granting religious accommodations.
Case in Point #1: No Witnessing This Year. A pair of AT&T Southwest employees, Jose Gonzalez and Glenn Owen, asked in writing about six months in advance for a day off to attend a Jehovah’s Witnesses convention. In past years, AT&T had given them leave to attend the convention. But one day before the event, their manager denied the leave, clai...(register to read more)