From: Religious Discrimination Articles
A federal appellate court recently affirmed the dismissal of a
lawsuit brought by the Equal Employment Opportunity Commission
(EEOC) on behalf of an employee who claimed that his employer
discriminated against him because of his religion in violation of
Title VII of the Civil Rights Act. According to the Fourth Circuit
Court of Appeals, the employer satisfied its obligation to
reasonably accommodate the worker's religious beliefs.
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Related Articles
Court Rejects Terminated Worker's Religious Discrimination Suit.
A federal appellate court recently affirmed the dismissal of a
lawsuit brought by the Equal Employment Opportunity Commission
(EEOC) on behalf of an employee who claimed that his employer
discriminated against him because of his religion in violation of
Title VII of the Civil Rights Act. According to the Fourth Circuit
Court of Appeals, the employer satisfied its obligation to
reasonably accommodate the worker's religious beliefs.
Fourth Circuit Finds Interests of Employer and Other Employees Not Trumped by Religious Accommodation.
An employer is not required to completely accommodate an
employeeÂ’s religious beliefs where it would create a
significant negative impact on co-workers and the employer, a
federal appeals court in Richmond has held. EEOC v. Firestone
Fibers & Textiles Co., No. 06-2203 (4th Cir. Feb. 11, 2008). In
affirming a lower courtÂ’s granting of summary
judgment, the Fourth Circuit Court of Appeals found it appropriate
to consider the impact on the employer and co-workers in
determining whether an accommodation of an employeeÂ’s
religion is reasonable. The Fourth Circuit has jurisdiction over
Maryland, North Carolina, South Carolina, Virginia, and West
Virginia.
Federal Appeals Court Finds Charitable Group Exempt from Title VII Discrimination Prohibition.
The non-profit organization World Vision is exempt from employees'
Title VII claims of religious discrimination, the Court of Appeals
for the Ninth Circuit has ruled. Spencer v. World Vision, Inc., No.
08-35532 (9th Cir. Aug. 23, 2010). The Court determined that World
Vision, an organization not affiliated with any church, may
discharge employees for religious reasons because it qualifies for
the religious exemption (codified in 42 U.S.C. §
2000e-1(a)) from Title VII's prohibition against employment
discrimination. Accordingly, the Court affirmed summary judgment
for the employer.
"More Energetic Person" Comment May Prove Costly.
A federal appellate court recently held that a 58-year-old
executive who was fired for allegedly failing to meet company
expectations may sue his former employer for age discrimination.
According to the Fourth Circuit Court of Appeals, a reasonable jury
could find that the company discriminated against him in violation
of the Age Discrimination in Employment Act (ADEA).
Federal Court Rules EEOC Should Include Navajo Nation in Navajo Employment Preference Suit.
The Navajo Nation should be joined as a defendant in a case for
employment discrimination under Title VII of the Civil Rights Act
brought by the Equal Employment Opportunity Commission, the federal
appeals court in San Francisco has ruled. EEOC v. Peabody Western
Coal, No. 06-17261 (9th Cir. June 23, 2010). The EEOC had sued a
mining company for discrimination against non-Navajo Indians by
maintaining an employment preference for Navajo workers. Avoiding
any ruling on the merits of the case, the Ninth Circuit Court of
Appeals ruled that the EEOCÂ’s claims for injunctive
relief should be allowed to proceed, but claims for damages should
be dismissed. The case was returned to the district court for
further proceedings.
