Title VII of the Civil Rights Act of 1964 requires employers to accommodate the religious beliefs of their employees. Furthermore, the Supreme Court in a recent case involving Abercrombie & Fitch found in favor of a female job applicant who was not hired by the retailer for allegedly wearing a head covering in violation of the policies and procedures of the company. Many employers simply “don’t know” when it comes to understanding the religious beliefs and customs of both job applicants and their employees and the types of accommodations that are required if requested. There are any number of ways employers get it wrong. For example, what constitutes a religious belief under the law, and are accommodations required for all religions or for just certain ones? Do employers have to allow employees time off to pray during the day? Should time off for religious observation be charged to personal or vacation time? How much information does an employee have to provide an employer concerning his or her religious beliefs and customs before he or she is eligible to receive an accommodation? Please join Melissa Fleischer, attorney at law, as she explains what employers are required to do to provide a religious accommodation for an employee’s religious beliefs.
WHAT YOU’LL LEARN
Just a sampling of what this webinar will cover:
- What is a religious belief?
- Does a religion have to be a well-known religion or even a religion at all?
- What types of accommodations might an employer have to provide?
- Does an employer have to allow an employee to pray during the workday?
- Does an employer have to allow an employee time off for religious observance on religious holidays?
- Get an in-depth overview of Abercrombie and Fitch Supreme Court decision.
- How much information does an employee have to reveal to qualify for a reasonable accommodation based upon religious beliefs?
- How does the religious reasonable accommodation standard differ from ADA reasonable accommodations?
- AND MUCH MORE!
YOUR CONFERENCE LEADER
Your conference leader for “Reasonable Accommodations for Employee Religious Beliefs: What Title VII and the Supreme Court Say Your Legal Obligations Are” is Melissa Fleischer, attorney at law and is the president of HR Learning Center LLC. Ms. Fleischer is a management-side employment attorney with over 20 years’ experience representing clients in employment discrimination litigation as well as providing preventive counseling and training on workplace issues. HR Learning Center LLC offers training seminars, webinars, and consulting on a variety of workplace and human resources issues. She is also a frequent speaker on a wide range of employment law topics including: workplace investigations, anti-harassment training, FMLA and ADA training, workplace violence prevention, etc. Ms. Fleischer earned her J.D. degree from the George Washington University School of Law.
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CERTIFICATES OF PARTICIPATION
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