On July 14, 2014, the Equal Employment Opportunity Commission (EEOC) issued a detailed Enforcement Guidance on pregnancy discrimination and related issues (the Guidance). The Guidance addresses an employer’s obligations relating to pregnancy and pregnancy-related conditions under the Pregnancy Discrimination Act (PDA), which amended Title VII, the Americans with Disabilities Act (ADA) and other laws. The text of the Guidance is available here. Portions of the Guidance are summarized below.
Continue Reading EEOC Issues Sweeping Enforcement Guidance on Pregnancy Discrimination

On March 6, 2014, the Equal Employment Opportunity Commission (EEOC) released new guidance for employers addressing an employer’s obligation under Title VII to provide reasonable religious garb and grooming accommodations to employees and applicants upon request.

The guidance reaffirms the EEOC’s position that employers are required to accommodate employee and applicant requests for reasonable religious accommodations related to their garb or grooming, where the employee’s religious belief is sincerely held and where granting the accommodation would not pose an undue hardship on the employer. This could include requests to wear items such as religious garments, articles or symbols, and may also include an employee’s refusal to wear certain clothing, such as pants or shorts. Requests related to religious grooming may relate to, among other things, religious shaving or hair length observances.
Continue Reading EEOC Issues New Guidance on Religious Garb and Grooming