In two recent cases, the Supreme Court seemed to protect religious belief, but in saying that a website developer cannot be compelled to endorse same-sex marriage, it relied on free speech principles.
In a unanimous decision issued earlier today in the case of Groff v. DeJoy, the U.S. Supreme Court clarified when an employer must accommodate the religious beliefs of an employee that conflict.
Key Takeaways - In Groff v. DeJoy, the U.S. Supreme Court renders new standard for employers assessing religious accommodations Employers should review.
Employers must consider a new, more rigorous standard before concluding that a proposed accommodation for a religious belief or practice presents a new hardship, following the U.S..
Employers faced with an employee’s request for a religious accommodation may no longer use a de minimis increase in cost as a defense for not providing such an accommodation. For the.