Supreme Court Miniseries: Religious Accommodation at Work
Employment Law Now VII-133 - Hot Summer Employment Law Developments
#WorkforceWednesday: SCOTUS Introduces Heightened Standard for Religious Accommodation, Rules Against Affirmative Action, Protects “Expressive” Services - Employment Law This Week®
#WorkforceWednesday: The Biden EEOC, New Religious Guidance, and Diversity Training Ban Repealed - Employment Law This Week
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K&L Gates Triage: Avoiding the Risks Associated with Mandatory Vaccination Programs
Take note, employers: if your decision to accommodate a qualified employee with a disability is solely based on necessity, you may be inviting unnecessary legal exposure. ...more
On January 25, the U.S. District Court for the Eastern District of Pennsylvania denied the Children’s Hospital of Philadelphia’s (CHOP) motion to dismiss plaintiff Donald Glover’s complaint in Donald Glover v. The Children’s...more
The recently enacted Pregnant Workers Fairness Act (PWFA) requires covered employers (i.e., public or private employers with more than 15 employees) to provide reasonable accommodations to “qualified” employees or candidates...more
The Pregnant Workers Fairness Act (PWFA), which was signed into law on December 29, 2022, went into effect on June 27, 2023. The EEOC has started to accept PWFA charges and has issued guidance and resources to help employers...more
The Pregnant Workers Fairness Act (“PWFA”) was passed as part of the December 29, 2022 Consolidated Appropriations Act, a new federal law that went into effect on June 27, 2023. This federal legislation requires covered...more
Religious accommodation historically - Employers are quite familiar with the concept of “accommodation;” however, for the last 46 years they have not had to spend much time or effort dealing with an employee’s request to...more
The U.S. Department of Labor (DOL) issued Field Assistance Bulletin No. 2023-2 on May 17, 2023, to provide guidance to its field staff regarding enforcement of the Providing Urgent Maternal Protections for Nursing Mothers Act...more
Recent amendments to Title VII and the Fair Labor Standards Act (FLSA) impact how employers address pregnant and breastfeeding employees’ needs. Employers should reset their approaches to navigate the newly expanded...more
In Groff v. DeJoy, decided today, the U.S. Supreme Court clarified the standard for employers to determine what constitutes an undue burden that would permit an employer to reject an employee’s request for a religious...more
Dear Littler: We are a retail store with locations across the country. We are open seven days a week, and our sales staff have rotating shifts to provide coverage throughout the week. A number of employees in several of...more
In the hierarchy of employment discrimination laws, religious discrimination has traditionally been viewed as the proverbial unwanted stepchild, with pro-employer “undue hardship” exceptions to accommodation requirements that...more