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 MoreThe Biden Administration is mandating COVID-19 vaccinations for many private-sector employees. When employees object to vaccination on religious grounds, employers must determine whether the employee's objection is based upon religion, rather than on political, social, or personal preferences. This article discusses the EEOC’s latest guidance on employer responses to requests for religious accommodations from vaccine mandates.
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