De Minimus No More: Lessons on Religious Accommodations from Groff v Dejoy

By: Ryan Shannon

Advising employers, like much of the practice of law, is often an exercise in imagining what could go wrong. For that reason, lawyers ensure their clients have clear policies, consistent discipline procedures,
and explicit–and accurate—job descriptions. However, religious accommodation requests often challenge an employment lawyer’s neatly ordered scheme of policies and procedures. After all, Title VII does not merely require that employers treat their religious employees the same as the other employees. Rather, Title VII of the Civil Rights Act of 1964 calls for employers to give its religious employees favorable treatment. The question that lawyers and employers have grappled with is how favorable.

Read the full article here in Volume 52 Page 7 and 27 in the June issue of DICTA

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