How far does an employer have to go to accommodate an employee’s religious beliefs? That is an issue raised in a lawsuit filed by the EEOC against Memorial Healthcare on February 13 (EEOC v Memorial Healthcare).
The suit claims the Michigan hospital failed to reasonably accommodate Yvonne Bair’s religious practices when it rescinded
The tension between employment discrimination and religious freedom recently played out in a Michigan federal district court case. In that case, EEOC v. R.G. & G.R. Harris Funeral Homes, the employer’s religious freedom won out over the rights of a transgender employee. Specifically, the judge ruled that a metro Detroit funeral home did not
Employers should be aware of the recent guidance on federal protections for religious discrimination issued as a result of the interagency effort between the Department of Justice and the Equal Employment Opportunity Commission (EEOC).
Specifically, the EEOC released on 7/22/2016 its religious discrimination guidance, which focuses on younger employees and explaining how the laws
Can an employer’s religious beliefs defeat an otherwise discriminatory termination? Employers in Michigan may soon have much-needed guidance on this issue based on an employment discrimination case filed by the Equal Employment Opportunity Commission (EEOC) in Federal District Court in Michigan.
Specifically, the EEOC filed a lawsuit against RG & GR Harris Funeral Homes, Inc.
Today marks the beginning of the Chinese New Year, which is also known as the Spring Festival. Traditionally and especially in China, this celebration last 15 days. This festival is also a celebration that involves both cultural and religious elements. For this reason, it is an excellent backdrop for discussing an employer’s obligations on
A nursing home activities aide who was fired for refusing to pray the Rosary with a resident failed to prove job bias because she didn’t present sufficient evidence that her employer, Woodland Village Nursing Center Inc., knew before it decided to discharge her that plaintiff’s refusal to pray the rosary was based on her religious
As an employment law nerd, I often get giddy when there is a meaty employment law issue being addressed by the U.S. Supreme Court (hopefully Justice Ginsburg took it easy on the sauce prior to oral arguments). But today I’m especially giddy because the Supremes are hearing arguments in the case captioned EEOC v. Abercrombie
Employers are often on the verge of becoming caught up in a firestorm when it comes to the religious and moral beliefs of employees. On the one hand there is the legal risks. But on the other, no business owner wants his or her business to be “trending” as the subject of a divisive public