Religious accommodations: Where do we stand?
Last summer, in Groff v. DeJoy, the U.S. Supreme Court upended the analysis used to determine whether and how employers must accommodate an employee’s religious beliefs. In the year since, there have been some applications of Groff’s reasoning in lower court cases, and here are some takeaways you can apply when working through an employee’s religious accommodation request.
What changed with Groff?
As you know, Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. When faced with a religious accommodation request, employers were able to cite any accommodation that would impose more than a de minimus (minimal) cost as an “undue hardship.”
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