To borrow a line from a well-known Andy Williams song, “It’s the most wonderful time of the year.” The months of November through January are known for office holiday parties. All of this fun brings an increased risk of liability for employers, and for that reason it is important to be proactive and create a
Be Careful What You Dismiss as Not a “Real” Religion When Employees Seek Religious Accommodation: Court Holds Veganism Could Plausibly Be a “Religious Belief”
In a recent decision in Chenzira v. Cincinnati Children’s Hospital Medical Center, the U.S. District Court for the Southern District of Ohio in Cincinnati held that sincerely held beliefs in veganism could plausibly be considered religious beliefs protected against religious discrimination under Title VII of the Civil Rights Act of 1964 and Ohio state law.
Continue Reading Be Careful What You Dismiss as Not a “Real” Religion When Employees Seek Religious Accommodation: Court Holds Veganism Could Plausibly Be a “Religious Belief”
‘Tis the Season for Holiday Workplace Issues. Day 2 – Being Inclusive Without Being A Grinch
Religion is also a hot-button workplace issue in December because so many different religious groups celebrate different holidays in December. For example: Christians commemorate the birth of Jesus at Christmas; Buddhists celebrate Buddha’s Enlightenment with Bodhi Day; Jewish people celebrate Hanukkah, the Festival of Lights; African-Americans celebrate Kwanzaa, Muslims celebrate Eid al-Adha, or the Feast