General Workplace Accommodations
Cases range from Sabbath observance to dress and grooming practices. Employers who denied or retaliated against workers for seeking accommodations have faced significant monetary settlements and consent decrees requiring policy changes and training.
Antisemitism in Higher Education
Columbia University agreed to pay $21 million, one of the largest EEOC employment discrimination resolutions publicly announced in 20 years. The EEOC alleged a pattern of harassment against Jewish employees based on national origin, religion, and/or race. Following this resolution, Acting Chair Andrea Lucas reaffirmed the EEOC’s commitment to holding universities accountable for antisemitism and religious bias.
Federal Workforce Protections
The EEOC’s Office of Federal Operations issued three appellate decisions in August clarifying how federal employers should evaluate religious accommodation requests in light of Groff v. Dejoy (2023). In that Supreme Court case, the Court held that employers may only deny a religious accommodation if it imposes a substantial cost on business operations, which raised the bar for what qualifies as an “undue hardship.”
COVID-19 Vaccine Mandates
More than 10,000 religious accommodation charges related to COVID-19 vaccine mandates. Recent resolutions include a $1 million settlement with Mercyhealth and lawsuits against major healthcare systems and employers.
What Does this Mean for Employers?
The EEOC’s renewed focus means employers should anticipate closer scrutiny of their policies and practices. It’s important for employers to take the time to:
- Review policies and handbooks to ensure they allow for religious accommodations.
- Train managers and HR teams on how to handle requests consistently and without retaliation.
- Engage in the interactive process with employees who seek accommodations and document each step
- Evaluate undue hardship carefully. The standard now requires proof of substantial cost or disruption, not just inconvenience.
- Be proactive. Common accommodations may include schedule changes for religious observances, prayer breaks, or dress code adjustments.
The bottom line? The EEOC’s recent press release can be viewed as a call to action for employers. Taking proactive steps now to clarify policies, train staff, and respond thoughtfully to requests will reduce legal risk while supporting a more accommodating workplace.
