Holy Moly! Whopping $21.5 Million Verdict Because She Couldn't Work On Sunday "Because Sunday I Honor God”
By Richard Cohen |
We have published many posts about the tension between religion beliefs and practices and an employer’s right to reasonable control of the workplace. This tension is, of course, addressed in Title VII which prohibits workplace discrimination on the basis of, among many things, religion. Indeed, it is fair to state that Title VII created that…
Read More Catholic Employee Harassed For Having a Crucifix: EEOC Lawsuit
By Richard Cohen |
Well, this is the first time I’ve seen a hostile work environment case based upon religious discrimination – that is, an employee allegedly harassed because of his religion. The EEOC just sued a New Jersey company alleging that it knew that shortly after an employee was hired “his manager learned he was Catholic and reacted negatively…
Read More Religious Discrimination In The Workplace: Both Flavors
By Richard Cohen |
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…
Read More Onionhead Must Pay $5.1 Million For Religious Coercion Of Employees
By Richard Cohen |
You may well be wondering what Onionhead is. And what it does. Or why it was sued – by the EEOC. Is it a corporate wellness program? A self-improvement workshop? A religion? Well – wonder no more! What IS Onionhead? According to the website of the entity which sponsors Onionhead, “Harnessing Happiness Foundation is a 501c3 nonprofit dedicated to teaching problem…
Read More “Mark of the Devil” Reappears
By Richard Cohen |
Not long ago I reported about a case that may soon be heard by the Supreme Court: a religious discrimination suit brought by the EEOC against a Pennsylvania coal company for refusing to accommodate (and forcing to retire) an Evangelical Christian who had been an employee for 35 years. Initially I wondered – an employee…
Read More Mandatory Bible Study: At Work?
By Richard Cohen |
Just the other day I posted about a religious discrimination suit brought by the EEOC against a Pennsylvania coal company for refusing to accommodate an Evangelical Christian who had been an employee for 35 years. He was fired for refusing to use a biometric hand scanner which tracks employee time and attendance, claiming that there was…
Read More Religious discrimination cases are raising thorny legal issues
By Richard Cohen |
“Skirts, hair follicles, the flu, dreadlocks and the Mark of the Beast — say what? Do these things have anything in common — and in an employment-law article? They all involve employee religious beliefs or practices. We are in a period right now where religious discrimination cases are dominating headlines – indeed, where religious rights…
Read More Does A Corporate Dress Policy Trump Religious Grooming Requirements?
By Richard Cohen |
A new settlement brings to mind an old post – which bears reposting. The EEOC just settled a religious discrimination case filed against a Florida staffing company for the hospitality industry. It was alleged that an employee who was a Rastafarian, who wore dreadlocks as part of his sincerely held religious belief, was taken off his…
Read More Biometric Scanning And The Mark Of The Beast: A Case Of Accommodation Of Religious Beliefs
By Richard Cohen |
Way back in October 2015 I did a post about a religious discrimination suit brought by the EEOC against a Pennsylvania coal company for refusing to accommodate (and forcing to retire) an Evangelical Christian who had been an employee for 35 years. There may be finality now that the court of appeals has issued a…
Read More One-Day Start Date Postponement To Accommodate Religious Observance: Not An Undue Hardship
By Richard Cohen |
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…
Read More 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.
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.
