Religious harassment under Title VII
Article Abstract:
Federal case law regarding religious harassment is similar to the Equal Employment Opportunity Commission (EEOC) guidelines on harassment that were rejected by the US Senate. In 1993, the EEOC published proposed guidelines on harassment based on religion, race, color, gender, national origin, age or disability. Because of public opposition to the religion section, the guidelines were not accepted by the Senate, which asked that they be changed to state that religious expression is not a proof of harassment when it is consistent with the First Amendment and the Religious Freedom Restoration Act.
Publication Name: Labor Law Journal
Subject: Law
ISSN: 0023-6586
Year: 1995
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Repayment agreements for employee training costs
Article Abstract:
Employers in industries with high training costs are increasingly using repayment agreements which stipulate that employees will repay costs if they quit before a specified amount of time. As of 1993 there are few cases to test the legality of such agreements, but there do not seem to be any insuperable barriers to their enforceability. The law of restrictive covenants has generally been interpreted in a way that naturally favors repayment agreements. Though in special cases there may be plausible defenses against repayment agreement validity, employer forethought should obviate them.
Publication Name: Labor Law Journal
Subject: Law
ISSN: 0023-6586
Year: 1993
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Employers' new age training programs fail to alter the consciousness of the EEOC
Article Abstract:
New age training programs involving self-hypnosis, biofeedback and yoga among other aspects may represent a form of religious intimidation and a Civil Rights Act of 1964 Title VII violation if employees are forced to participate. Employers are legally obligated to reasonably accommodate their workers' religious beliefs and to maintain a workplace with no religious intimidation under Title VII. The EEOC has supported employees who charged that their employer's new age training program was a form of religious intimidation and so employees' with religious objections should be excused.
Publication Name: Labor Law Journal
Subject: Law
ISSN: 0023-6586
Year: 1992
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