Blog Post

Jan 18, 2017

“Believe It or Not” SDNY Grants Summary Judgment to Employer on Religious Accommodation Claim

Click for PDF

Requests for religious accommodations are challenging for employers because employers have limited means to determine the voracity of an employee’s religious obligations, yet risk liability for discrimination and retaliation under federal, state, and local laws if they outright refuse to accommodate an employee’s request for religious accommodation. In fact, more often than not, employers take an employee’s purported religious obligations at face value rather than asking the employee to justify their obligations.  In Bob v. Madison Security Group, Inc., the District Court for the Southern District of New York granted an employer’s motion for summary judgment on a pro se Plaintiff’s claims of failure to accommodate, retaliation, and unlawful termination under Title VII of the Civil Rights Act of 1964 (Title VII), New York State Human Rights Law (NYSHRL), and the New York City Human Rights Law (NYCHRL).

To read the entire blog post, click here