Employers must accommodate the religious beliefs of their employees according to Title VII of the Civil Rights Act of 1964, but understanding how to comply can be challenging. The recent Groff Supreme Court decision has redefined what constitutes an "undue burden" under Title VII.

This course will guide employers on ensuring compliance post-Groff, detailing the interactive process under Title VII, and the appropriate documentation employers can request.

In this comprehensive CLE course, employment law attorney Melissa Fleischer, Esq. will cover:

• The definition of a religious belief
• Whether a belief must be part of a well-known religion or even a religion at all
• Types of accommodations employers might need to provide
• Whether employers must allow employees to pray during work hours
• Whether employers must grant time off for religious observance on holidays
• An in-depth analysis of the Groff Supreme Court decision
• What employees must disclose to trigger an employer's obligation for reasonable accommodation
• The difference between religious accommodation undue burden standards and ADA reasonable accommodations after Groff
• The updated meaning of "undue burden" following the Groff decision
• Join Ms. Fleischer in this detailed CLE session to navigate the complexities of religious accommodations in the workplace effectively.