Fox Rothschild LLP
Cases involving the same or similar fact situations keep coming, leading one to believe that employers have no clue as to the law, and/or that they have no HR directors or counsel.
For example, we wrote a few times recently that although Title VII does not prohibit dress or grooming rules per se, such rules may still violate Title VII if they have a disparate impact on, for example, employees who have religious beliefs which require a certain dress or hair style. As with most situations involving religious beliefs, an employee must be accommodated as long as this does not cause an undue hardship to the employer.
Full Story: http://www.lexology.com/library/detail.aspx?g=fc41adfa-55ec-4aeb-85b3-4628616b988e&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Body+-+Federal+section&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2012-08-13&utm_term=
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