You should review, with your labor and employment counsel, your handbook and other workplace policies for compliance with the NLRB’s Purple Communications rule.
If an employer even suspects that a practice might be religious in nature, the employer should consider whether the practice can be reasonably accommodated.
Companies might have to accommodate workers’ fears under the Americans with Disabilities Act.
An alternative to the highly sought-after H-1B visa, the L-1B visa helps maintain the smooth transfer of employees throughout affiliate companies and U.S. operations.
ENDA or no ENDA, the EEOC will accept charges alleging LGBT discrimination under Title VII’s sex-discrimination prohibition.
If you exercise any control over how workers perform services for you, it is likely that they should be classified as employees, not independent contractors.
If you don’t have a document-retention policy, you should.
If you use selection criteria or tests for hiring (criminal records, credit records, etc.), you must maintain those records for all applicants.
Fighting this issue will play into the hands of labor unions that they are needed to increase worker pay and to generally fight for their workplace rights.
Unlike employers, courts favor equities and try to avoid inequitable results.