Employees who request accommodations should always be treated with care; otherwise you risk stepping on a retaliation land mine.
There is one key difference between women and men when they welcome a new-born child. Women give birth; men don’t.
Legalities aside, this issue asks a larger question: What kind of employer do you want to be?
Title VII’s religious accommodation provision is the law of the land, and it does not permit value judgments based on the religion of the person making the request.
Employees are still ignorant enough about social media to engage in very public online conversation about the alleged systematic harassment of a co-worker.
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.
This loosening of the proof standard has the potential to be significant.
Companies might have to accommodate workers’ fears under the Americans with Disabilities Act.
Suffice it to say that if an employee exposes himself at work, you have a sexual harassment problem on your hands.