Federal EEO law dictating how your agency should address
religious issues largely develops through EEOC and Supreme Court decisions. Not
being up to date on those decisions means you’re already a step behind — and
could be putting your agency at risk for religious discrimination and
harassment claims.
This updated guide is your solution. From religious
expression to reasonable accommodation, you get analysis of common issues
backed by insights from the latest cases — including a new chapter on the
evolving areas of Islamophobia and employees who raise religious objections to
LGBT events or references in the workplace. You’ll make defendable employment
decisions with guidance on:
- Why your agency usually should not try to dispute an
employee’s claimed religious needs and/or practices
- What constitutes a religious observance or practice
- Determining whether a requested religious accommodation can be denied as an undue hardship
- Your agency's responsibility when an employee's religious expression is unwelcome by coworkers
- And more!
