Employers are required to accommodate the religious beliefs of their employees pursuant to Title VII of the Civil Rights Act of 1964. However, understanding what this means and how to ensure compliance is not easy. Furthermore, many employers get it wrong as we saw recently in the Supreme Court case involving Abercrombie & Fitch dealing with a female employee who was not hired allegedly for wearing a head covering in violation of the policies and procedures of Abercrombie & Fitch. This conference will provide an in-depth summary of what an employer is required to do to provide a religious accommodation for an employee's religious beliefs including:
- What is a religious belief
- Does it have to be a well-known religion or even a religion at all
- What types of accommodations might an employer have to provide
- Do you have to allow an employee to pray during the workday?
- Do you have to allow an employee time off for religious observance on religious holidays?
- In-Depth overview of Abercrombie and Fitch Supreme Court decision
- What does an employee have to reveal to implicate your obligation to provide a reasonable accommodation based upon religious beliefs
- How does religious reasonable accommodation standard differ from ADA reasonable accommodations
HR Learning Center's 60 minute on-line employment law training HR Webinar includes the following:
- Live on-line training by an experienced employment attorney
- Power point presentation
- Hand Outs
- Certificate of Attendance Forms
- Question and Answer Session