Workplace Religious Beliefs

Explore the landmark Christian Employers Alliance v. EEOC case, where religious freedoms clashed with federal mandates on gender transition coverage. Discover key takeaways for business owners navigating religious beliefs and employment laws.

In Part 2 of a two-part series on navigating legal issues around gendered pronouns in the workplace, we address how employers can respect the rights of all employees and avoid liability.

In this post, we discuss a new standard for religious accommodations in the workplace that has implications for both employers and employees.

In Part 1 of a two-part series on navigating legal issues around gendered pronouns in the workplace, we discuss the legal rights of both transgender employees and religious employees.

Implications of a court ruling on a religious organization firing an employee because his same-sex marriage violated the organization’s religious beliefs.

Federal law prohibits religious discrimination in the workplace. What is religious discrimination and how can an employer avoid creating problems?

The latest Tenth Circuit case on religious accommodations in the workplace discusses the give and take of religious accommodations, and clarifies the level of effort employers need to make.

A few years back, values-based referrals by counselors were proper under the American Counseling Association (ACA) Code of Ethics if done tactfully, so as not to wound the client, and were ethically permissible if the therapist, because of personal beliefs, could not provide what the client was seeking. Since we first reported on this issue, several big changes have altered that premise, most importantly, a major change in the ACA Code of Ethics.

A downloadable resource by Theresa Lynn Sidebotham, Esq. and Jessica Ross, Esq. about "the tension and intersection between religious rights for employers and employees in light of the U.S. Supreme Court’s decision in Burwell v. Hobby Lobby, and its implications for anti-discrimination and religious freedom."

What if your religious beliefs as an employee are in conflict with the organization’s basic values? Does it have to accommodate you anyway? Maybe, according to a recent Pennsylvania case.