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Supreme Court of the United States › Employer Liability Issues › Groff v DeJoy

The United States Supreme Court is the highest court of the United States and is charged with interpreting federal law, including the United States Constitution. The Court's docket is largely discretionary... more +
The United States Supreme Court is the highest court of the United States and is charged with interpreting federal law, including the United States Constitution. The Court's docket is largely discretionary with only a limited number of cases granted review each term.  The Court is comprised of one chief justice and eight associate justices, who are nominated by the President and confirmed by the Senate to hold lifetime positions. less -
Jackson Lewis P.C.

Applying Groff, Indiana District Court Rules in Favor of Employer in Religious Accommodation Claim

Jackson Lewis P.C. on

Applying the U.S. Supreme Court’s decision in Groff v. DeJoy, which clarified the standard for undue hardship in religious accommodation cases under Title VII of the Civil Rights Act, a federal district court in Indiana...more

Jones & Keller, P.C.

Changes in Labor and Employment Laws from 2018 to 2023; Anticipated Trends for 2024  

Jones & Keller, P.C. on

Similar to the prior five years, 2023 brought unprecedented changes in labor and employment laws that have already gone into effect or are now in effect for 2024 in Colorado, across the country in other states, by National...more

Spilman Thomas & Battle, PLLC

Groff v. DeJoy and Its Impact on Religious Accommodation

Spilman Thomas & Battle, PLLC on

Title VII of the Civil Rights Act of 1964 prohibits employers with 15 or more employees from discriminating against employees and applicants on the basis of religion (as well as race, color, sex, and national origin), and it...more

Spilman Thomas & Battle, PLLC

SuperVision - Labor & Employment Insights, Issue 4, December 2023

Spilman Thomas & Battle, PLLC on

Attacks on Non-Disclosure, Confidentiality, and Non-Compete Agreements in 2023 - On several fronts in 2023, we saw federal agencies and entities attacking the scope and enforceability of certain employment agreements,...more

Parker Poe Adams & Bernstein LLP

Navigating the Intersection of Religion and Public Schools

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Public school districts across the country face an October 1 deadline to certify they do not prevent constitutionally protected prayer — or else they could lose federal funding. The certification is an annual exercise,...more

Tucker Arensberg, P.C.

New Supreme Court Decision Puts More Pressure on Employers Who Receive a Religious Accommodation Request

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Consider this: an employee refuses to accept Sunday shifts because, under his religion, that day is devoted to worship and rest. Is his employer legally required to accommodate him? For decades, the answer was easy....more

Bressler, Amery & Ross, P.C.

More Stringent Test in Evaluating Title VII Accommodation Claims and the Meaning of “Undue Hardship”

Bressler, Amery & Ross, P.C. on

On June 29, 2023, in a unanimous opinion, the U.S. Supreme Court issued its long-anticipated decision in Groff v. DeJoy Postmaster General, clarifying an employer’s obligations to accommodate employees’ religious practices....more

WilmerHale

Supreme Court Miniseries: Religious Accommodation at Work

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In the Public Interest is excited to continue our miniseries examining landmark decisions recently issued by the United States Supreme Court. The fourth episode examines the Court’s decision in Groff v. DeJoy, a case centered...more

Stokes Wagner

The U.S. Supreme Court Redefines the Definition of “Undue hardship” with Respect to Request for Religious Accommodations Under...

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The U.S Supreme Court issued an opinion in Groff v. DeJoy redefining an employer’s obligations for religious accommodations under Title VII. The Court strayed away from the almost five-decade standard previously used and...more

Bodman

Religious Accommodation Undue Hardship Becomes More Difficult to Meet Under Federal Law

Bodman on

Title VII of the Federal Civil Rights Act of 1964 (“Title VII”) requires employers to accommodate any employee’s sincerely held religious beliefs unless accommodation would result in an undue hardship. Historically, denial of...more

Manatt, Phelps & Phillips, LLP

Say a Prayer for Employers: Supreme Court Expands Religious Accommodations

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The Supreme Court has broadened religious accommodations in a closely watched case, clarifying the Title VII undue hardship standard for employers....more

Mintz - Employment Viewpoints

Employers Need to Go Further to Accommodate an Employee’s Religion

Mintz - Employment Viewpoints on

The U.S. Supreme Court recently issued a unanimous opinion in Groff v. DeJoy that effectively made it easier for employees to secure religious-based accommodations in the workplace. Prior to DeJoy, an employer could...more

Pullman & Comley - Labor, Employment and...

The Supreme Court Imposes New Obligations on Employers to Accommodate Employees’ Religious Practices

Pullman & Comley - Labor, Employment and... on

In a case decided last month, the U.S. Supreme Court made it more difficult for employers to deny employees’ requests for accommodations for their religious practices, rejecting the understanding of Title VII (the fundamental...more

Gould + Ratner LLP

U.S. Supreme Court Changes Religious Accommodation Standard

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The U.S. Supreme Court last month clarified the standard for when an employee’s request for a religious accommodation imposed an “undue hardship” on an employer. Before this most recent decision (Groff v. Dejoy), employers...more

Foley & Lardner LLP

Change in Standard for Religious Accommodation Means Manufacturing Employers Need to Revisit their Accommodation Policies and...

Foley & Lardner LLP on

On June 29, 2023, the Supreme Court upended the standard for the accommodation of employee religious beliefs and practices that have been relied upon by employers since 1977. Under Title VII of the Civil Rights Act of...more

Arnall Golden Gregory LLP

Supreme Court Expands Religious Accommodation Protection Under Title VII

Arnall Golden Gregory LLP on

On June 29, 2023, the Supreme Court of the United States handed down its unanimous decision in Groff v. DeJoy, which heightened the burden that employers bear in proving that an employee’s request for a religious...more

Ervin Cohen & Jessup LLP

Supreme Court Unanimously Approves Higher Standard for Religious Accommodations Under Title VII

Ervin Cohen & Jessup LLP on

On June 29, 2023, the Supreme Court of the United States unanimously held in Groff v. DeJoy, No. 22-174, that Title VII of the Civil Rights Act of 1964 (“Title VII”) requires an employer that denies a religious accommodation...more

Kohrman Jackson & Krantz LLP

The Supreme Court Strengthens Religious Accommodation Requirements in Recent Case

Kohrman Jackson & Krantz LLP on

The U.S. Supreme Court has “clarified” the test under Title VII of the Civil Rights Act that employers and the U.S. Equal Employment Opportunity Commission have relied upon for more than 46 years, making it easier for...more

Seyfarth Shaw LLP

Navigating Global Religious Accommodation: Insights from Our Lawyers on Employer Responsibilities Towards Religious Beliefs in the...

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In a previous blog, we summarized the recent case of Groff v. Dejoy, where the U.S. Supreme Court unanimously clarified the undue hardship standard under Title VII, a federal law in the United States that prohibits employment...more

Vinson & Elkins LLP

More Than “De Minimis” — The Supreme Court Clarifies Title VII Undue Hardship Standard

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As many employers are likely aware, Title VII makes it illegal for covered employers to discriminate against employees and applicants based on certain protected characteristics, including sincerely held religious beliefs....more

Foley & Lardner LLP

Religious Accommodation for Employees: The Potential Impact and Likely (Unintended) Consequences of SCOTUS’ Groff v. DeJoy...

Foley & Lardner LLP on

We recently wrote about Groff v. DeJoy, the Supreme Court decision reinterpreting the meaning of “undue hardship” for Title VII religious accommodations to actually mean “undue hardship,” as opposed to minimal costs. In this...more

Akerman LLP - HR Defense

Faith at Work and the New Sacred Balance: Understanding the More Stringent “Undue Hardship” Standard

Akerman LLP - HR Defense on

Employers evaluating religious accommodations under Title VII are now required to strike a new balance due to the U.S. Supreme Court’s recent clarification of what constitutes an “undue hardship.” Employers should promptly...more

Cooley LLP

Supreme Court Clarifies Standard for Employers Evaluating Religious Accommodation Requests

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On June 29, 2023, the US Supreme Court issued a decision clarifying the standard employers must apply in considering an employee’s religious accommodation request under Title VII of the Civil Rights Act. In Groff v. DeJoy,...more

Cole Schotz

The Supreme Court Clarifies Employer Obligations for Religious Accommodations

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On June 29, 2023, the Supreme Court in Groff v. DeJoy clarified employers’ obligations when accommodating an employee’s religious beliefs under Title VII of the Civil Rights Act of 1964 (“Title VII”). As a result of this...more

DarrowEverett LLP

Q2 Employment Law Updates: Non-Competes, Religious Accommodation and More

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So far, 2023 has been a wild ride for employers, a theme that looks to be continuing into the third quarter of the year. While certain predictions we made during Q1 came true in Q2 (we are looking at you, NLRB), others such...more

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