EEOC Wins Settlement On Behalf of Hebrew Pentecostal Employee

The EEOC announced on Wednesday that it has won a settlement in a religious discrimination lawsuit brought against J.C. Witherspoon, a South Carolina-based logging company. The company fired a Hebrew Pentecostal employee because he refused to work on Saturday, his Sabbath.  The company will pay $53,000 in damages and enter a 2-year consent decree under it will make policy changes and provide training to management employees.

EEOC Sues New Mexico Diner For Failing To Accommodate Muslim Employee

The EEOC announced yesterday that it has filed a Title VII religious discrimination lawsuit against a diner in Farmington, New Mexico. The lawsuit charges that the Blue Moon Diner refused to accommodate a female Muslim employee who requested to work wearing a hijab. The suit also claims that the diner constructively discharged the employee because of her religion.

EEOC Sues Company Over Refusal To Accommodate Muslim Women Employees' Dress Requirements

The EEOC announced this week that it has filed a Title VII lawsuit against Washington-state based Aviation Port Services, a  provider of support services to airlines.  The company fired six Muslim female passenger service agents at its Boston location for violating a requirement that they wear company-provided pants or knee-length skirts at work. It refused to accommodate the women's religious obligation to wear long skirts instead.

Jury Awards $5.1M In EEOC Suit For Religious Coercion of Employees

According to an EEOC press release, after a 3-week trial in federal district court in New York, a jury awarded $5.1 million in compensatory and punitive damages against United Health Programs of America, Inc. and its parent company for coercing ten employees to engage in religious practices, creating a hostile work environment for nine of them, and firing one employee for opposing these practices.  The EEOC, which filed suit on behalf of the employees, reports:

CCG employees were forced to engage in a variety of religious practices at work, including prayer, religious workshops, and spiritual cleansing rituals. These practices were part of a belief system called "Harnessing Happiness" or "Onionhead," created by the aunt of CCG's CEO's. The judge previously ruled such practices constituted a religion, for purposes of Title VII. The aunt, employed by CCG as a consultant and fully supported by CCG's upper management, spent substantial time in the company's offices from 2007, implemented the religious activities at the workplace and had a role in employee hiring and firing.

The EEOC also plans to seek injunctive relief and back pay for the fired employee.

EEOC Sues Over Accommodation For Religious Objection To Flu Vaccine

The EEOC announced this week that it has filed a religious discrimination lawsuit against the Owossso, Michigan based Memorial Healthcare.  The company revoked its job offer to Yvonne Bair to work as a medical transcriptionist after she objected on religious grounds to receiving an influenza shot or spray immunization.  Memorial refused her suggested accommodation of allowing her to wear a mask, even though company policy allowed masks as an alternative for those who cannot take a vaccine for other reasons.  MarketWatch reports on the lawsuit.

EEOC Obtains Settlement In Religious Discrimination Suit

In a press release last week, the EEOC announced that Decostar Industries, Inc., a Georgia-based auto supplier, has settled a religious discrimination lawsuit filed against it by the EEOC.  The company refused to accommodate an employee's religious beliefs that prevented her from working between sundown Friday and sundown Saturday.  The company will pay the employee damages of $38,500 and has entered a 2-year consent decree which, among other things, requires it to adopt a new religious accommodation policy.

Former Magistrate Receives Damages In Settlement Over Refusal To Perform Same-Sex Marriages

According to a press release this week from Becket, the North Carolina court system last November agreed to a settlement with a former North Carolina magistrate who was forced to resign in 2014 because of her objections to performing same-sex marriage ceremonies.  Under the settlement of a complaint filed with the EEOC, magistrate Sandra Myrick will receive $210,000 in damages and $115,000 in attorneys fees. (Full text of settlement agreement).  The settlement came 8 months after the decision by an Administrative Law Judge in Myrick v. Warren, (EEOC, March 8, 2017) holding that the EEOC has jurisdiction over Myrick's religious discrimination complaint under the Government Employees Rights Act of 1991.  The ALJ also concluded that Myrick had demonstrated a prima facie case of religious discrimination and that she had not been offered an accommodation.

EEOC Wins Settlement of Religious Accommodation Lawsuit

In a January 30 press release, the EEOC announced that the logistics company  XPO Last Mile, Inc. has settled a religious discrimination suit filed by the agency.  The company will pay $94,541 in monetary relief to a job applicant whose job offer was rescinded when he informed the company that he needed to start work one day later than scheduled because of his observance of the Jewish holiday of Rosh Hashanah.  The company also entered a 3-year consent decree preventing unlawful denial of religious accommodation to employees.

Trump Nominates Feldblum For Additional Term On EEOC

The White House announced earlier this week that President Trump has sent to the Senate the nomination of Chai R. Feldblum for an additional 5-year term on the Equal Employment Opportunity Commission.  Her current term expires on July 1, 2018.  Feldblum is the first openly lesbian EEOC Commissioner.  The EEOC enforces federal employment anti-discrimination laws, including laws prohibiting religious discrimination. Newsweek reports on the nomination.  The conservative blog Power Line speculates that the nomination is part of a deal to expedite a vote on at least one of two other EEOC nominees previously put forward by Trump: — Janet Dhillon and David Gade.

6th Circuit Hears Oral Arguments In RFRA Defense To Transgender Discrimination

The U.S. 6th Circuit Court of Appeals heard oral arguments (audio of arguments) in EEOC v. RG and GR Harris Funeral Homes Inc. In the case, a Michigan federal district court upheld a funeral home's defense under the Religious Freedom Restoration Act to a charge by the EEOC that the funeral home, in enforcing its dress code for males, engaged in gender stereotyping.  The funeral home dismissed a transgender employee who was in the process of transitioning from male to female. (See prior posting.)

EEOC Sues Doctor Over Required Bible Sessions For Employees

The EEOC last week filed suit against a Texas physician who required employees to attend daily meetings involving Bible study and the application of religious principles to employees' personal lives.  The complaint (full text) in EEOC v. Shepherd, (ND TX, filed 9/20/2017) seeks relief on behalf of 4 employees who were dismissed over objections to the meetings or over personal lifestyles. Courthouse News Service reports on the lawsuit.

DOJ, EEOC File Opposing Briefs On Title VII and LGBT Discrimination

On Wednesday, the Department of Justice filed an amicus brief (full text) with the U.S. Second Circuit Court of Appeals in the court's en banc rehearing in Zarda v. Altitude Express, Inc.  In the case the Justice Department argued that "Title VII’s prohibition of sex discrimination does not encompass sexual orientation discrimination."  That position directly contradicts the position taken by the EEOC in an amicus brief (full text) filed last month in the same case.  The EEOC argued that sexual orientation discrimination claims "fall squarely within Title VII’s prohibition against discrimination on the basis of sex." BuzzFeed reports on the Justice Department's brief.

EEOC Files Two Religious Discrimination Suits

Last week, the EEOC filed two religious discrimination cases.  In Michigan, it filed suit against a Tim Horton's franchise for refusing to accommodate an employee who for religious reasons wanted to wear a skirt instead of the pants that are a standard part of the company's uniform. According to the EEOC, the Romulus, Michigan Tim Horton's refused to accept the explanation in a letter from the employee's  Pentecostal Apostolic minister, and fired the employee.

In Maryland, the EEOC filed suit against a security services firm because of its treatment of Muslim security guard Kelvin Davis.  According to an EEOC press release, when Davis complained to management about a racial slur directed at him by his supervisor, the company retaliated against him, among other ways, by revoking the prior accommodation it had granted to allow Davis to wear a beard. Ultimately intolerable working conditions led Davis to resign.

Nominees Submitted For Head of Civil Rights Division and For EEOC Seat

Earlier this week, the White House announced President Trump's nomination of  Eric S. Dreiband to head the Civil Rights Division of the Department of Justice. As reported in an earlier Washington Post background piece, Dreiband, who is a partner in the Jones Day law firm, among other things has a master’s degree in theological studies (with a concentration in ethics and public policy) from Harvard University.  In the George W. Bush administration, Dreiband served as general counsel of the EEOC.  In 2015, he was one of the attorneys who represented Abercrombie & Fitch in its Supreme Court fight over the need to grant religious accommodation to a Muslim woman who wears a headscarf for religious reasons.  He was also one of the attorneys on the brief at the Court of Appeals level representing the Roman Catholic Archbishop of Washington in its 2014 challenge to the accommodation for religious non-profits who object to the Obamacare contraceptive coverage mandate.

Also, this week, the White House announced it has nominated Janet Dhillon for a seat on the Equal Employment Opportunity Commission. According to Law.com, Dhillon is currently general counsel for Burlington Stores, Inc.

EEOC Sues Over Refusing To Accommodate Jewish Employee's Holiday Observance

The EEOC announced on Tuesday that it has filed a Title VII lawsuit against XPO Last Mile, Inc., a delivery company, for rescinding a job offer to Tzvi McCloud who refused to report for his first day of work on Rosh Hashanah.  A company vice president allegedly told McCloud that if he gave him a religious accommodation for his Jewish religious beliefs, he would have to extend accommodations to other employees as well.

Trump's EEOC Continues To Fight Transgender Employment Discrimination

Slate reported yesterday that it has become clear that the EEOC under the Trump Administration will continue to fight employment discrimination against transgender individuals.  In a brief (full text) filed with the 6th Circuit on Feb. 10, the EEOC argued that Title VII's prohibition on "sex" discrimination includes discrimination based on transgender status and/or transitioning.  It also argued that religious beliefs are not a basis for discriminating against transgender individuals. The brief comes in an appeal in EEOC v. R.G, a suit in which a Michigan federal district court upheld a funeral home's defense under the Religious Freedom Restoration Act to a charge that it engaged in gender stereotyping when it dismissed a transgender employee who was in the process of transitioning from male to female. (See prior posting.)

UPDATE: I should add that it has become clear that the EEOC will continue to take this position for now.  Because there is a vacancy on the Commission, a Democratic commissioner's position comes up for appointment later this year and the General Counsel position is vacant, the Commission could change its position in the future. The Slate article points out these possibilities.

EEOC Gets New Acting Chair; Releases 2016 Data On Charges

The EEOC announced yesterday that President Donald Trump has named Commissioner Victoria A. Lipnic as Acting Chair of EEOC. She replaces Jenny R. Yang who continues to serve as a Commissioner.

Meanwhile, last week the EEOC released detailed breakdowns of the 91,503 charges of workplace discrimination it received in fiscal year 2016. Religious discrimination was charged in 4.2% of the complaints. This year for the first time the EEOC included separate data for LGBT-based sex discrimination charges.

EEOC Suit On Flu Shot Exemptions Is Settled

The EEOC last week announced a settlement of a religious discrimination lawsuit it had filed against the Erie, Pennsylvania-based Saint Vincent Health Center.  At issue was a requirement by the health center that in order for employees to obtain religious exemptions from the requirement they obtain flu shots, they were required to present a certification from a member of the clergy.  Six employees who claimed religious exemptions were not able to present documentation from clergy. (See prior posting.) Under the settlement the health center will pay $300,000 in back pay and damages and offer the employees reinstatement.  A consent decree was also agreed upon under which, among other things, the employer is barred from rejecting a religious accommodation request merely because the employee's belief is not an endorsed teaching of any particular religion or denomination. National Law Review reports on the settlement.

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.

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.