FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

Religious Discrimination In The Workplace: Both Flavors

We’ve written before that cases of religious discrimination in the workplace generally come in two flavors (not always, of course):  employers prohibiting religious garb or religious grooming, or discriminating as to an employee’s observance of religious beliefs. Well, a new EEOC lawsuit and a new EEOC settlement illustrate both situations nicely.  And also the need for reasonable accommodations…
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One-Day Start Date Postponement To Accommodate Religious Observance: Not An Undue Hardship

Hard to believe but true. A Maryland logistics/delivery company was just sued by the EEOC because it refused to hire an applicant for a dispatcher/customer service position who could not work on Rosh Hashanah due to his religious beliefs. Why did it do that? Got me. Apparently, he was willing to start the day after…
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Employers Must Accommodate Time Off For Religious Observances

Once again the “takeaway” comes first today – in the form of a quote from an EEOC official: “Unfortunately, employers refusing time off for religious observances has become an increasingly common issue affecting the workforce. We hope that suits like this will help educate employers on their responsibilities to respect workers’ religious needs.” What prompted…
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I Cannot Work On The Sabbath!

This post could have been written last year – in fact, it was (almost)! Change the venue from North Carolina to South Carolina, and the religion from Seventh-day Adventist to Hebrew Pentecostal and the facts of today’s post are virtually identical to a post from last September. Seems that a South Carolina company hired a Hebrew…
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Has The EEOC Found Another Easy Target?

“Religious discrimination,” I noted in my post of September 14th, “formerly a backwater of discrimination law, has shot to the forefront in recent years.   Public policy and the expansion of the reach of Title VII meet claims of religious discrimination.   The political/legal struggles will likely take a while to resolve, if at all.”  I said that…
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RICHARD COHEN
Richard Cohen has litigated and arbitrated complex corporate, commercial and employment disputes for more than 35 years, and is a trusted advisor to business owners and in-house counsel both in the United States and internationally. His clients have included Fortune 100 companies, domestic and foreign commercial and investment banks, Pacific-rim corporations and real estate development companies, as well as start-up businesses throughout the United States.

Richard Cohen Fisher Broyles

AMY EPSTEIN GLUCK
Amy Epstein Gluck has represented individuals and corporate clients in Virginia, Washington, D.C., and various federal district courts for more than twenty years. Ms. Epstein Gluck’s current practice areas include employment law—advising on and drafting employment agreements; handling employment negotiations, severance agreements, noncompete and nondisclosure agreements, “wrongful terminations” and other EEO matters; representation at the EEOC level; advising employers about discrimination laws and how to remain in compliance, and employment negotiations.

Amy Gluck Fisher Broyles