Posted on May 20, 2014 by Ruder Ware Alumni
Blog
Most employers are at least remotely familiar with the requirement under Title VII of the Civil Rights Act of 1964 to provide reasonable accommodations in response to employee requests to participate in religious observances or practices, if doing so does not cause demonstrable (not hypothetical or speculative) undue hardship to the employerโs business operations. Recently, [โฆ]