Hands in prayer gay pride colors pdf2/8/2024 ![]() Religious Discrimination & Work Situations ![]() Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical or moral beliefs. Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs. 2279 (2023) clarified that “showing ‘more than a de minimis cost’…does not suffice to establish undue hardship under Title VII.” Instead, the Supreme Court held that “undue hardship is shown when a burden is substantial in the overall context of an employer’s business,” “tak into account all relevant factors in the case at hand, including the particular accommodations at issue and their practical impact in light of the nature, size and operating cost of an employer.” Groff supersedes any contrary information on EEOC webpages and in EEOC documents. Notice Concerning the Undue Hardship Standard in Title VII Religious Accommodation Cases.
0 Comments
Leave a Reply.AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |