The recent $21 Million settlement with Columbia University is one of many cases showing the EEOC's renewed focus on antisemitism and religious discrimination generally. The Columbia University settlement, as well as cases involving Sabbath observance, modesty, and COVID-19 vaccine manadates serve as a cautionary tale to employers that hostility toward an employee's religion can't be justified as a political issue. Rather, the employer must prevent hostile work environments and accommodate the employees' religious beliefs when it is possible to do so without undue hardship.
Read MoreWhile the election is over, the sharp political divide reflected in the candidates’ campaigns is not. Therefore, employers will continue to difficult decisions about setting the tone and culture of their workplaces, which may include restrictions on political speech.
Read MoreEmployees have no First Amendment freedoms in a private workplace. Although federal law does not protect political speech in the workplace, state or local laws may include those protections.
Read MoreThe EEOC has updated its guidance to explain when employers may screen an employee for COVID-19 before entering the workplace or returning to work after being infected with COVID-19.
Read MoreThe war brought about an outpouring of support for Ukraine, as well as anger toward Russia. Although employers can ban all political speech, content-based employer restrictions may violate employment discrimination laws.
Read MoreEmployers must balance the need to keep employees from COVID-19 with employment discrimination laws.
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