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on Fridays, well before sundown, however, she claimed she needed additional time off to pick up her ritual challah bread from a particular store.

When the agency denied the additional leave, the employee charged the agency had failed to provide an accommodation to her religious practices in violation of Title VII of the Civil Rights Act of 1964.

A religious accommodation is an adjustment to the work environment or company rules/policies that will allow the employee to practice his or her religion.

Flexible scheduling, voluntary substitutions or swaps, job reassignments, lateral transfers and modifying workplace practices, policies and/or procedures are examples of ways an employer might accommodate an employee’s religious beliefs.

Title VII also requires employers to “reasonably accommodate” religious beliefs, practices, and observances unless “undue hardship” would result.

The Supreme Court has defined “undue hardship” as expending more than a minimal effort or expense.

The law firm Rothman Gordon was retained by Boilermakers Local Lodge No. Hudson of Neil, Dymott, Frank, Mc Fall, Trexler, Mc Cabe & Hudson APLC was elected as the 2017 President of the Association of Southern California Defense Counsel (ASCDC), one of the nation’s largest State Civil Defense Organizations. Gosseen* Ganfer & Shore, LLP New York, NY Allegations by Muslims of workplace discrimination are rising, with the number of annual complaints more than doubling since 2004, according to Equal Employment Opportunity Commission (“EEOC”) data.

154 soon after the forced retirement of Raymond Ventrone as Business Manager and during the FBI, U. Department of Labor, and Internal Revenue Service investigations of Mr. In 2009, the EEOC received 1,490 complaints from Muslims, the fifth consecutive year the number of complaints rose.

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Many states have enacted their own religious accommodation laws as well.Some states also have employment laws regarding religious discrimination and accommodation.Download BLR’s new comprehensive report, New Overtime Regulations: Classifying Exempt and Nonexempt Employees Under the FLSA.Employers often do not see headscarves in the same light, and relying on uniform dress codes, their desire to maintain their corporate image, or the nebulous concept of “customer preference,” have over the years objected to wearing traditional Islamic head coverings at work.Less than a year after 9/11 the EEOC brought a class action against American Airline Plaintiff was a car rental agent, responsible for renting cars and personally interacting with customers at the counter and on the telephone.




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