Religious discrimination is on the EEOC’s radar in 2015. The issue is broad and presents many potential pitfalls for employers. Read More
Employers faced with an EEOC investigation should know that the agency is using these tactics, so that they can proactively, and lawfully, respond by delivering the right message to their employees.Read More
Don’t take the easy way out with your employees when they ask for accommodations for a disability, religion, or other protected reason. Even if you are legally right (and the odds are good that you won’t be), you will leave the employee feeling offended and upset.
Whatever you call your deity — God, Jesus, Allah, Buddah or even Onionhead — leave it at home.Read More
Employers should train managers and employees that the law may require making a religious exception to an employer’s otherwise uniformly applied, and facially neutral, dress or grooming rules, practices, or preferences.Read More
A line exists between the use of general profanity in the workplace and the use of profanity directed at somebody because of their religion. Nevertheless, employers should take seriously all harassment complaints in the workplace.Read More
If there is no religion supporting the request, then no law would prohibit you from banning Festivus at your company. Then again, why would you want to in the first place?Read More
Pick your poison: Merry Christmas, Happy (belated) Hanukkah, Happy Kwanzaa, or Happy Holidays. Whichever you choose, have a joy-filled December.Read More
Train an employee who is insulated from the hiring process to do your social media searches, scrub all protected information, and provide a sanitized report to those responsible for making the hiring decision.