Religious Accommodations in the Workplace

Training Provided by Lorman Education Services nTo avoid lawsuits, contain costs and keep good employee morale, U.S. companies must effectively meet their legal duty to properly accommodate religion in the workplace. This is particularly true because of the rapid growth of religious cultures in the U.S. and the increasing awareness of religious workplace accommodation rights by employees. This teleconference is designed not only to update employers about legal developments in religious workplace accommodation, but to also provide practical strategies to deal with the thorny conflicts that arise when an employee seeks religious accommodation. Mr. Stewart, the presenter, has dealt with religious discrimination and accommodation issues for more than 24 years and has a wealth of experience. He will provide detailed written materials to accompany the teleconference.

Religious Accommodations in the Workplace Agenda

1. Sources of the Duty to Accommodate Religious Needs in the Workplace
1. Title VII
2. Other Federal Law
2. What Is Religion and What Is Protected?
1. Practice, Belief and Observance - Broad Scope
2. Sincerity of Religious Belief
3. Accommodation of Religious Needs in the Workplace to Avoid Lawsuits
1. Reasonable Accommodation Requirement
1. Title VII and EEOC Guidelines
2. Constitutional Challenges to Legality of Duty to Accommodate
3. Types of Religious Needs and Conflict That Need to Be Accommodated
1. Religious Observance and Scheduling
2. Religious Dress
3. Religious Symbols
4. Religious Speech
a. Worktime
b. Nonworktime
c. Proselytizing
5. Other
4. Reasonable Accommodation and the Defense of Undue Hardship
1. General
2. Cost and the Duty to Accommodate
5. Seniority Systems and the Duty to Accommodate
6. Other Issues Affecting the Duty to Accommodate
7. Conflicting Laws and the Duty to Accommodate
8. Reasonable Accommodation - Balancing Competing Interests
9. Employer's Duty to Propose a Reasonable Accommodation
10. Consideration of Alternative Means of Accommodation
11. Employee's Cooperation Role in Religious Accommodation
12. Employee's Duty to Give Employer Notice of Conflict
13. No Employer Duty to Inform Employee Regarding Consequences of Rejecting Reasonable Accommodation
14. Temporary Accommodation
15. Long-Term Conflict Accommodation
16. Accommodation of Federal Employees' Religious Beliefs
17. Other Defenses
4. Practical Tips to Avoid Employee Lawsuits Regarding Religious Accommodation in the Workplace

About The Training Provider: Lorman Education Services

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