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1 1 (July 5, 2023)

handle is hein.crs/govemdl0001 and id is 1 raw text is: Congressional_______ ~ Research Service Groff v. Dejoy: Supreme Court Clarifies Employment Protections for Religious Workers July 5, 2023 When an employee's sincere religious observances or practices conflict with workplace requirements, Title VII of the Civil Rights Act of 1964 (Title VII) requires the employer to provide a reasonable accommodation unless doing so would impose an undue hardship on the conduct of the employer's business. In 1977, the Supreme Court appeared to indicate in Trans World Airlines, Inc. v. Hardison that an accommodation creates an undue hardship when it imposes more than a de minimis cost. Some members of the Supreme Court, other federal judges, the executive branch, and commentators subsequently critiqued Hardison as wrongly interpreting Title VII's text and inadequately protecting workers' religious rights, particularly those of workers practicing minority faiths. In Groffv. DeJoy, a unanimous Court reevaluated its precedent and announced a new rule: to deny a religious accommodation, an employer must show that the burden of accommodation is substantial in the overall context of an employer's business. A previous Sidebar discussed the legal background and previewed the issues in Groff Now that the Court has clarified its interpretation of Title VII, Congress may wish to consider the implications of the Court's decision and whether further legislative action is appropriate to balance the rights of religious employees and the burdens placed on their employers and coworkers. Background Title VII prohibits employers with at least 15 employees from discriminating against employees and applicants on the basis of religion, as well as race, color, sex, and national origin. (Along with private employers, Title VII applies to most federal executive employers, and the Congressional Accountability Act applies it to most federal legislative employers.) Religious discrimination includes the failure to reasonably accommodate an employee or job applicant's religious observance or practice, unless the employer can show that accommodation imposes an undue hardship on the conduct of the employer's business. An accommodation is a change in the employer's policies, practices, or the work environment to allow an employee to engage in a religious practice or observance. Congress did not define undue Congressional Research Service https://crsreports.congress.gov LSB10999 CRS Legal Sidebar Prepared for Members and Committees of Congress

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