The free exercise of religion is one of the foremost rights granted to all Americans. Our legal system provides numerous protections and guarantees to ensure the full enjoyment of that right. One example is Congress´ inclusion of religion as a protected classification under Title VII of the Civil Rights Act of 1964. As a result, it is unlawful for employers to discriminate against employees on the basis of religion. But what does that mean? When does a difference of opinion or belief have legal ramifications? What are the respective rights and obligations of the employer and employee when an apparent conflict surfaces? In our first article, Chad Layton and I examine these and related questions, and offer several suggestions to employers for avoiding religion-based discrimination claims.
Our second article discusses a recent Seventh Circuit decision that spells out a potential consequence for employees who fail to disclose the pendency of an employment discrimination claim when they pursue additional relief under bankruptcy law. The Court's ruling provides employers with an additional defense and prevents employees from realizing potential windfalls.
Thank you for taking the time to review these articles. We welcome your questions, comments, suggestions and other feedback.
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