On July 27, 2017, Massachusetts Governor Charlie Baker signed into law a bill that will grant pregnant employees the right to receive reasonable
The number of posts which I have written on the subject of religious discrimination keeps growing: employers still have not learned to accommodate
We previously wrote about the EEOC’s increasingly aggressive position against inflexible leave of absence policies that provide for automatic termination of employment when an employee does not or cannot return to work at the end of a specified maximum leave period, such as when the employee has exhausted available FMLA leave.
New York City employers take note: under the New York City Human Rights Law (“NYCHRL”), it is now considerably more difficult for employers to establish “undue hardship” in the context of denying an employee’s request for a reasonable accommodation due to his or her religious observance or practice.
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