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Title VII › Reasonable Accommodation › Supreme Court of the United States

Title VII of the Civil Rights Act is a United States federal law enacted in 1964 and aimed at preventing discrimination in the workplace on the basis of race, color, sex, national origin, and religion. Title VII... more +
Title VII of the Civil Rights Act is a United States federal law enacted in 1964 and aimed at preventing discrimination in the workplace on the basis of race, color, sex, national origin, and religion. Title VII has been subsequently extended to discrimination on the basis of pregnancy and sexual stereotypes and to prohibit sexual harassment. Title VII applies to all employers with fifteen or more employees including private employers, state and local governments, and educational institutions.  less -
Seward & Kissel LLP

Employment Litigation Roundup - May 2024

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May 2024 NJ Supreme Court holds that non-disparagement provisions cannot prohibit disclosure of details relating to claims of discrimination, retaliation, or harassment - The New Jersey Supreme Court unanimously held that...more

Kohrman Jackson & Krantz LLP

Sixth Circuit Rules That Accommodation Requests Under the ADA Can Be Inferred Without Explicit Employee Request

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Following the U.S. Supreme Court’s decision in Muldrow v. City of St. Louis, which lowered the threshold for employees to demonstrate discrimination under Title VII, the Sixth Circuit has expanded the scope of what employers...more

Payne & Fears

April 2024 Case Summaries

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Mattioda v. Nelson, 98 F.4th 1164 (9th Cir. 2024) - Summary: Disability-based harassment claims are available under the Americans with Disabilities Act and the Rehabilitation Act....more

Dechert LLP

When It Rains, It Pours: Supreme Court, EEOC and DOL Release Flood of Employment Law Developments

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Through two unanimous decisions, the Supreme Court has made it easier for employees to avoid arbitration due to their status as "transportation workers" and to challenge job transfers as discriminatory under Title VII. ...more

Epstein Becker & Green

#WorkforceWednesday: SCOTUS Expands Title VII, EEOC’s Final PWFA Rule, AI Screening Tools - Employment Law This Week®

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This week, we’re breaking down the U.S. Supreme Court’s (SCOTUS’s) new workplace discrimination decision, the Equal Employment Opportunity Commission’s (EEOC’s) final rule on the Pregnant Workers Fairness Act (PWFA), and how...more

DirectEmployers Association

OFCCP Week In Review: April 2024 #4

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Tuesday, April 16, 2024: Federal Trade Commission Poised to Issue Final Rule to Prevent Most Worker Non-Compete Agreements - The Federal Trade Commission (“FTC”) is on the brink of issuing its Final Rule that would...more

Ogletree, Deakins, Nash, Smoak & Stewart,...

Beltway Buzz - April 2024 #3

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The Beltway Buzz is a weekly update summarizing labor and employment news from inside the Beltway and clarifying how what’s happening in Washington, D.C., could impact your business. SCOTUS: “Significant” Harm Not...more

Nilan Johnson Lewis PA

Reminder to Employers: Transgender Employees may be Entitled to Reasonable Accommodation under the Americans with Disabilities Act

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A recent Statement of Interest filed earlier this week by the Department of Justice in a federal prisoner lawsuit in the United States District Court for the Northern District of Georgia should serve as an important reminder...more

Spilman Thomas & Battle, PLLC

Groff v. DeJoy and Its Impact on Religious Accommodation

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Title VII of the Civil Rights Act of 1964 prohibits employers with 15 or more employees from discriminating against employees and applicants on the basis of religion (as well as race, color, sex, and national origin), and it...more

Spilman Thomas & Battle, PLLC

SuperVision - Labor & Employment Insights, Issue 4, December 2023

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Attacks on Non-Disclosure, Confidentiality, and Non-Compete Agreements in 2023 - On several fronts in 2023, we saw federal agencies and entities attacking the scope and enforceability of certain employment agreements,...more

Parker Poe Adams & Bernstein LLP

Second Circuit Rejects Religious Discrimination Claim Based on COVID-19 Vaccination Mandate

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In last term’s decision in Groff v. DeJoy, the U.S. Supreme Court significantly increased employers’ obligation to consider religious exemption requests under Title VII. Rather than the previous de minimus burden standard,...more

Holland & Hart - Employers' Lawyers

Accommodating a Request for Worship Space in the Workplace

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Question: Do employers need to provide a space for employees to worship and/or pray in the office? The short answer is: Maybe. You must reasonably accommodate em­ployees’ sincerely held religious, ethical, or moral...more

Fisher Phillips

4 Supreme Court Cases Employers Should Be Tracking as New Term Kicks Off

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The Supreme Court just began a new term, and we’re watching several cases that will likely have a big impact on the workplace. Specifically, the Court will weigh in on whether someone can “test” violations of federal...more

Holland & Hart - Employers' Lawyers

Worship in the Workplace and Reasonable Accommodations

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Question: Do employers need to provide a space for employees to worship and/or pray in the office? Answer: The short answer is: Maybe.  Employers must reasonably accommodate employees’ sincerely held religious, ethical,...more

Tucker Arensberg, P.C.

New Supreme Court Decision Puts More Pressure on Employers Who Receive a Religious Accommodation Request

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Consider this: an employee refuses to accept Sunday shifts because, under his religion, that day is devoted to worship and rest. Is his employer legally required to accommodate him? For decades, the answer was easy....more

Bressler, Amery & Ross, P.C.

More Stringent Test in Evaluating Title VII Accommodation Claims and the Meaning of “Undue Hardship”

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On June 29, 2023, in a unanimous opinion, the U.S. Supreme Court issued its long-anticipated decision in Groff v. DeJoy Postmaster General, clarifying an employer’s obligations to accommodate employees’ religious practices....more

WilmerHale

Supreme Court Miniseries: Religious Accommodation at Work

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In the Public Interest is excited to continue our miniseries examining landmark decisions recently issued by the United States Supreme Court. The fourth episode examines the Court’s decision in Groff v. DeJoy, a case centered...more

Stokes Wagner

The U.S. Supreme Court Redefines the Definition of “Undue hardship” with Respect to Request for Religious Accommodations Under...

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The U.S Supreme Court issued an opinion in Groff v. DeJoy redefining an employer’s obligations for religious accommodations under Title VII. The Court strayed away from the almost five-decade standard previously used and...more

Bodman

Religious Accommodation Undue Hardship Becomes More Difficult to Meet Under Federal Law

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Title VII of the Federal Civil Rights Act of 1964 (“Title VII”) requires employers to accommodate any employee’s sincerely held religious beliefs unless accommodation would result in an undue hardship. Historically, denial of...more

Manatt, Phelps & Phillips, LLP

Say a Prayer for Employers: Supreme Court Expands Religious Accommodations

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The Supreme Court has broadened religious accommodations in a closely watched case, clarifying the Title VII undue hardship standard for employers....more

Miles & Stockbridge P.C.

Supreme Court Stiffens Standard for Religious Accommodations in the Workplace: What it Means for Employers

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The Supreme Court ruled unanimously last month in favor of an evangelical Christian postal worker who refused to work on Sundays due to Sabbath observance....more

Mintz - Employment Viewpoints

Employers Need to Go Further to Accommodate an Employee’s Religion

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The U.S. Supreme Court recently issued a unanimous opinion in Groff v. DeJoy that effectively made it easier for employees to secure religious-based accommodations in the workplace. Prior to DeJoy, an employer could...more

Pullman & Comley - Labor, Employment and...

The Supreme Court Imposes New Obligations on Employers to Accommodate Employees’ Religious Practices

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In a case decided last month, the U.S. Supreme Court made it more difficult for employers to deny employees’ requests for accommodations for their religious practices, rejecting the understanding of Title VII (the fundamental...more

Foley & Lardner LLP

Change in Standard for Religious Accommodation Means Manufacturing Employers Need to Revisit their Accommodation Policies and...

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On June 29, 2023, the Supreme Court upended the standard for the accommodation of employee religious beliefs and practices that have been relied upon by employers since 1977. Under Title VII of the Civil Rights Act of...more

Arnall Golden Gregory LLP

Supreme Court Expands Religious Accommodation Protection Under Title VII

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On June 29, 2023, the Supreme Court of the United States handed down its unanimous decision in Groff v. DeJoy, which heightened the burden that employers bear in proving that an employee’s request for a religious...more

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