The establishment and free-exercise clauses as well as statutes governing religion have proven a fertile breeding ground for litigation. Increasingly, the workplace setting has given rise to such disputes. Sometimes they pit observant employers against employees who wish to be free of coerced religious activities. More often, however, they involve employees, current or prospective, who require accommodations for their own religious practices.
The latter cases have tended to feature conflicts over scheduling, such as those caused by a worker’s refusal to work on the Sabbath, or contention over items of dress associated with religious observance.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]
