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Religious Bias: Ensure Your Policies Steer Clear of Discrimination 8/3/2009
Employers are generally familiar with the protocol for handling sex or racial discrimination and harassment claims. But what happens when an employee complains that the employee in the next cubicle is regularly proselytizing to other employees? Or when an employee demands accommodation for prayer time, the Sabbath, or an objection to handling pork or alcohol? And what if an employee objects to your appearance code because she is a member of the Church of Body Modification?
Although the wide range of possible religious discrimination and accommodation claims may seem overwhelming, the protocol for handling each doesn't have to be.
Learning Objectives:
Title VII's basic requirements
The elements of a religious discrimination claim
What constitutes a "bona fide" religious belief-
How to determine whether, and what, accommodations are required
Finally, our presentation will leave you with a series of best practices to help you develop a protocol for religious discrimination claims that works for your business.
