Court Rules Request for Religious Accommodation Is Not “Protected Activity” for Title VII Retaliation

In a recent blog post, we wrote about a federal case pending in Minnesota, where an employer had challenged guidance from the Equal Employment Opportunity Commission (EEOC) and taken the position that a religious accommodation request does not meet the test for protected activity under Title VII as a matter of law.  On July 6, 2017, the Court ruled, and agreed with the employer.

To read the full blog post, click here.