Catholic Health Educator Files EEOC Complaint

A First Liberty Institute press release announced the filing on Dec. 21 of an EEOC complaint (full text) on behalf of Alexia Palma, a health educator at Legacy Community Health, a Texas clinic for low income patients.  The complaint charges refusal by new management to continue to accommodate Palma's Catholic religious beliefs. New management refused to allow her, in the family planning class she sometimes taught, to show a video giving information on contraceptive methods instead of personally teaching the material.  She was told she must put aside her religious beliefs. Washington Post reports on the case.

4th Circuit Hears Oral Arguments In Two Religion Cases

Yesterday the U.S. 4th Circuit Court of Appeals heard arguments in American Humanist Association v. Maryland-National Capital Park and Planning Commission (audio of oral arguments). In the case, a Maryland federal district court rejected an Establishment Clause challenge to the 90-year old Peace Cross, a 40-foot tall Veteran's Memorial in the shape of a cross. (See prior posting.) Reporting on the oral arguments, the Washington Post said in part:

Two appeals court judges clearly stated that there is no way to view the Peace Cross in Bladensburg other than as a symbol of Christianity.

The third judge on the appeals panel just as strongly said that the marble-and-cement monument is a secular war memorial honoring the death and sacrifice of those lost in battle.

Yesterday the 4th Circuit also heard oral arguments in EEOC v. COMSO: Energy, Inc. (audio of oral arguments). In the case, a West Virginia federal district court awarded damages to an Evangelical Christian mine employee who who objected to biometric hand scanning to track time and attendance, believing that it involves the Mark of the Beast forbidden in the Book of Revelation. (See prior posting.)

EEOC Settles With Trucking Firm Over Complaints By Sikh Job Applicants

The EEOC announced yesterday that it has entered a conciliation agreement with J.B. Hunt Transport, Inc. in connection with complaints by four East Indian Sikh job applicants based in California who say the company refused to provide an alternative to its hair sample drug testing policy.  Maintaining uncut hair is a Sikh article of faith. Under the agreement, which avoids litigation, the company will pay $260,000 in damages and will extend conditional offers of employment to the four complainants.  The company also agreed to designate an EEO consultant, develop complaint procedures, and conduct employee EEO training.

EEOC Sues Over Hospital's Requirement For Clergy Certification To Grant Religious Accommodation

AP reports that the EEOC filed a religious discrimination lawsuit in a Pennsylvania federal district court last Thursday charging that Erie (PA)'s St. Vincent Hospital wrongfully fired six employees who refused for religious reasons to get flu shots.  At issue is the hospital's requirement that for employees to obtain religious exemptions from the requirement, they must present a certification from a member of the clergy.  The six employees who did not provide proof of their religious beliefs were adherents of  Russian Orthodox, Independent Fundamental Baptist, Christian mysticism, Methodist and nondenominational Christian faiths. [Thanks to Tom Rutledge for the lead.]

Social Security Employee Fighting LGBTQ Awareness Training On Religious Grounds

A new controversy pitting Christian religious beliefs against LGBTQ rights has erupted at the Social Security Administration.  LGBTQ Nation reports today that David Hall, a 14-year employee at the Social Security office in Champaign, Illinois, has been suspended for two days and anticipates being fired for refusing to watch a training video on LGBTQ awareness.  Hall, a Christian, was refused a religious accommodation to excuse him from the requirement to sign a form acknowledging that he had completed the awareness training.  Hall, who has hired a lawyer, says: "I am not going to certify sin." He argues that the video is "promoting an agenda and lifestyle" that he does not agree with. Hall says he has LGBTQ friends and family and is not judging anyone.  He says: "I’m simply trying to live out my life, my faith and be obedient to the will of God."

Company Settles With EEOC Over Firing of Seventh Day Adventist

The EEOC announced last week that North Carolina-based Greenville Ready Mixed Concrete, Inc., has agreed to a $42,500 settlement in the EEOC's suit (see prior posting) against it for firing a Seventh Day Adventist employee who refused a Saturday work assignment. The company has also agreed to a 5-year consent decree requiring it to create an anti-discrimination policy, engage in employee training, post notice about the lawsuit and submit periodic reports to the EEOC.

Muslim Police Officer Sues For Religious Accommodation

A Muslim police officer in the Town of West New York, NJ, filed a religious discrimination lawsuit this week in New Jersey federal district court alleging that he was not provided a religious accommodation to the police department's Appearance Policy.  The complaint (full text) in Awadallah v. Town of West New York, (D NJ, filed 9/7/2016), alleges that plaintiff wears a light beard as part of his Muslim religious beliefs. It contends that defendants initially denied the possibility of an accommodation and then delayed action on his request.  He was not permitted to work overtime while he was wearing his beard, and was required to submit proof of his religious beliefs. Ultimately his accommodation request was denied. Plaintiff alleges this violates Title VII and the New Jersey Law Against Discrimination. [Thanks to Jeff Pasek for the lead.]

Firing of Employee For Anointing Office With Oil Is Upheld

In Cheeley v. City of Miami, (SD FL, Aug. 10, 2016), a Florida federal district court dismissed a Title VII religious discrimination claim brought by an employee in Miami's Capital Improvements Program department.  Eric Cheeley was fired after he admitted that he had applied an oily liquid in the shape of crosses on walls, cubicles and doorways-- anointing various areas in order to bless the department. He contended that the city should have accommodated his sincerely held religious belief that he needed to anoint the office. The court concluded, however, that:

Cheeley has not presented sufficient evidence to permit a reasonable juror to find that the City could have accommodated Cheeley’s religious beliefs without undue hardship.

Yesterday's Christian Post reported on the decision.

Muslim Flight Attendant Sues Over Refusal To Accommodate Objection To Serving Alcohol

CAIR Michigan announced yesterday that it has filed suit in federal district court against ExpressJet Airlines on behalf of a Muslim flight attendant who has religious objections to serving alcohol to passengers. Originally the flight attendant, Charee Stanley, had worked out arrangements with other flight attendants  on duty for them to serve all alcohol.  However apparently one of the flight attendants objected and the airline placed Stanley on administrative leave. The lawsuit follows an earlier complaint filed with the EEOC. (See prior posting.)

EEOC Sues For Rastafarian Fired From Disney World Hotel

The EEOC announced yesterday that it has filed a religious discrimination lawsuit against HospitalityStaff, an Orlando, Florida based staffing company that fired Courtney Joseph, a Rastafarian employee who was assigned to work as a prep cook at a Walt Disney World resort hotel.  Joseph grew his hair into dreadlocks because of his religious beliefs.  For over a year, he worked with his dreadlocks tucked under his hat. However after a 2013 inspection of the kitchen by a Disney staff member for compliance with the company's appearance standards, the staffing company told Joseph he must cut his hair. When he refused, he was fired. The lawsuit alleges that HospitalityStaff made no effort to accommodate Joseph's religious beliefs. Orlando Sentinel reports on the lawsuit.

Court Denies Preliminary Injunction Against Mississippi's Conscience Protection For County Clerks

In Alford v. Moulder, (SD MS, June 20, 2016), a Mississippi federal district court denied a preliminary injunction in a suit by a same-sex couple who are challenging Mississippi's recently enacted Freedom of Conscience Law, HB 1523.  The suit specifically challenges provisions in the law that allow county clerks to recuse themselves on religious or moral grounds from issuing marriage licences. (See prior posting.) The court held that plaintiffs failed to show that injury to them is "imminent" since they merely allege that they plan to apply for a marriage license sometime within the next three years.  Plaintiffs immediately filed a Motion for Reconsideration.

Meanwhile, the same judge heard oral arguments yesterday in a separate case that is also challenging HB 1523.  AP reports that in this suit, plaintiffs are arguing that provisions allowing clerks to recuse themselves in favor of another employee issuing the license could create public humiliation for a same-sex couple when they apply for a license.  "There can't be separate-but-equal marriage. There can't be Jim Crow kind of marriage," the couples' attorney told the court.  Four separate cases challenging HB 1523 have been filed, and the judge will hear oral arguments in the remaining two later this week.

EEOC Sues Over Firing of Seventh Day Adventist

The EEOC announced yesterday that it has filed suit against Greenville Ready Mix Concrete, Inc., a North Carolina based company, for refusing to accommodate the religious observances of a Seventh Day Adventist employee.  Michael Cole, a truck driver for the company, was baptized as a Seventh-Day Adventist in February 2014, after which he asked not to work on Saturdays.  The company nevertheless scheduled him for a Saturday, and fired him when he refused.

EEOC Sues Claiming Inadequate Accommodation of Refusal To Take Flu Shot

The EEOC announced last week that it has filed suit in a Massachusetts federal district court against Baystate Medical Center in Springfield, Massachusetts for failing to accommodate an employee who, for religious reasons, refused to get a flu vaccination.  The medical center allows employees with religious objections to instead wear a mask at work.  Stephanie Clarke, a recruiter in Baystate's human resources department, initially wore the mask, but job applicants could not understand her when they spoke to her. So she removed her mask and requested Baystate to find a different accommodation. Instead Baystate put her on indefinite, unpaid leave, and when she complained it terminated her employment. EEOC argues that an accommodation under Title VII must both respect the employee's religious beliefs and permit her to do her job effectively. Here she was terminated because she complained about religious discrimination. BNA Daily Labor Report has more on the suit.

The Citadel Refuses Religious Accommodation In Uniform Requirement

Washington Post reported yesterday on a controversial decision by The Citadel to refuse a religious accommodation to its strict student uniform requirement.  The South Carolina public military college will not allow a Muslim student who has been admitted to wear her hijab. According to the paper:

[T]he fact that [the school] was considering an exception ... set off shock waves among alumni. The idea pleased some in the close-knit corps, who felt it could be an important symbol of religious freedom and inclusiveness. But it upset others who felt it would clash with the mission and ideals of the Citadel, where loyalty, teamwork and uniformity are paramount.

At the Citadel, students are expected to leave behind their individuality ... and form opinions based on character rather than appearance. Allowing one student to wear something completely different struck many as antithetical to that mission. And some objected, as well, because exceptions have apparently not ever been made for other religions. Christian cadets have been told not to display crosses, for example.

That the exception was being considered at a time when the role of Islam in U.S. culture is so polarizing ...  made the issue particularly incendiary far beyond the Charleston, S.C., campus.

EEOC Sues Hospital Over Arbitrary Deadline For Religious Accommodation Requests

The EEOC announced today that it has filed a religious discrimination lawsuit against Mission Hospital based in Asheville, North Carolina.  At issue are requests by 3 employees for religious exemptions from the hospital's requirement that all employees receive the flu vaccine by December each year.  The hospital allows religious exemptions, but requires that the request be made by Sept. 1. The employees here made their requests after the deadline. The requests were denied and the employees were fired.  According to the EEOC:

An arbitrary deadline does not protect an employer from its obligation to provide a religious accommodation. An employer must consider, at the time it receives a request for a religious accommodation, whether the request can be granted without undue burden.

Hospital Offered Reasonable Accommodation To Employee Rejecting Flu Shot

In Robinson v. Children's Hospital Boston, (D MA, April 5, 2016), a Massachusetts federal district court dismissed a Title VII and state discrimination claim by a hospital emergency room worker who refused on religious grounds to be immunized for influenza. Plaintiff, who was apparently a follower of Nation of Islam, initially refused the vaccine because it contained pork products, but the hospital offered her a non-gelatin vaccine.  She continued to refuse on religious grounds, was granted a temporary medical leave and was allowed to look for a non-patient area position in the hospital. When she was unable to find another position, she was terminated.  The court held that the hospital had offered plaintiff reasonable accommodation and that  allowing her to remain in the patient area unvaccinated would have posed an undue hardship. Boston Herald reports on the decision.

Army Grants Sikh Soldier Accommodation After His Preliminary Court Victory

As previously reported, last month the D.C. federal district court issued a preliminary injunction barring the Army from subjecting Sikh Army officer Simratpal Singh to any non-standard or discriminatory testing for his helmet and gas mask.  Now without mentioning the court decision, the Army has issued a Memorandum (full text) dated March 30 granting Singh an accommodation, subject to various conditions. The Memorandum from Assistant Secretary of the Army Debra Wada to Singh reads in part:

I have considered your request for a religious accommodation to permit you to wear a beard, turban, and uncut hair in observance of your Sikh faith.... I grant your request for an exception to Army personal appearance and grooming standards, subject to the limitations described below....

While assigned or performing non-hazardous duties, you may wear a beard, turban, and uncut hair in a neat and conservative manner that presents a professional and well-groomed appearance. The bulk or your hair, beard, or turban may not be such that it impairs your ability to wear the Army Combat Helmet ... or other protective equipment....

Because of the Army's strong interest in maintaining good order and discipline, the Army intends to develop clear uniform standards applicable to Soldiers who have received a religious accommodation. Until such standards are published, you may wear a black turban (or under turban, as appropriate).... 

The Memorandum goes on to specify precise hair and beard lengths, and says that Singh's commander is to provide quarterly assessments of the effect of the accommodation on unit cohesion and morale, good order and discipline, health and safety, and individual and unit readiness. West reports on the Army's action.

UPDATE: Stars and Stripes reported on April 11 that 3 additional Sikh enlistees have been granted similar accommodations.

Sikhs Sue Over Army Accommodation of Religious Practices

A lawsuit was filed yesterday by three observant Sikhs who have enlisted in the Army, but who are encountering difficulties in obtaining accommodation to allow them to continue to wear beards, uncut hair, and turbans.  The 54 page complaint (full text) in Singh v. McConville, (D DC, filed 3/29/2016), alleges in part:

[T]he Army has a long pattern and practice of discriminating against Sikhs.... The Army’s regulations promise that soldiers whose religious exercise poses no significant obstacle to the military’s mission will be generously accommodated.... [H]owever, the regulations themselves are defective and foster religious discrimination on a number of levels.... [T]hey force soldiers who need religious accommodations to violate their religious beliefs before they can apply for an accommodation, even if their religious exercises would clearly have no impact on the military’s compelling interests.

The regulations are also ... require soldiers to reapply for a religious accommodation every time they have a “transfer of duty stations, or other significant change in circumstances”..... The ambiguity in the regulations also creates an environment where the Army feels free to delay resolving requests for accommodation for long periods of time, leaving future soldiers in limbo and potentially forcing them to forgo other education and career opportunities while they wait for the Army’s decision.

Becket Fund issued a press release announcing the filing of the lawsuit.

Religious Accommodations for Saturday Presidential Caucuses Surveyed

The Campaign Legal Center last week published an interesting survey of the extent to which states that hold Saturday caucuses in Presidential elections provide accommodations for Jews, Seventh Day Adventists and other Saturday Sabbath observers. It concluded in part:

Some state parties make accommodations for those who are unable to caucus in person due to religious observance. However, absentee procedures in these states are limited, not well publicized or conducted through ad hoc mechanisms without clear standards—or even no standards at all.

However the survey pointed to practices of the Democratic Party in Washington state and Wyoming as excellent examples of accommodation that should be used as models.  They allow voters to submit surrogate affidavits if they are unable to caucus in person because of religious observance, military service, disability, illness or work schedule. [Thanks to Steven H. Sholk for the lead.]

Airline Faces Religious Objection To In-Flight Movie

According to Haaretz, Israel's El Al Airlines yesterday faced an unruly passenger demand for religious accommodation.  On a flight from Warsaw, Poland to Tel Aviv, an ultra-Orthodox Jewish passenger objected that the in-flight movie being shown was immodest.  He began pushing and striking at the screens showing it, breaking two of them. The movie was "Truth," an "R" rated film starring Cate Blanchett, Robert Redford and Dennis Quaid.  El Al has faced at least one prior incident of passengers objecting to the in-flight movies, and a number of times has faced religious demands by passengers for sex-segregated seating assignments. (See prior related posting.)