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Title VII of the Civil Rights Act requires employers, upon request, to reasonably accommodate employees whose religious beliefs, practices, or observances conflict with work requirements. The only exception to this would be if the accommodation request causes undue hardship.  

One holiday where employers may be asked for religious accommodations is during Ramadan. This year, Ramadan begins on the evening of Friday, February 28, 2025, and ends Saturday, March 29, 2025. Employers may start to receive requests for religious accommodations and should be aware of the Title VII requirement to grant accommodation requests. 

OutSolve’s EEO colleague, Toni Ahl, is an occasional contributor to our blog. The views, thoughts, and opinions expressed in this article belong solely to Toni and do not necessarily reflect the viewpoint of OutSolve or its employees.

Three of the statuses that the Equal Employment Opportunity Commission (EEOC) enforces include the furnishing of reasonable accommodation for employees who request accommodations. Providing a reasonable accommodation is an affirmative duty for employers unless doing so would create an undue hardship. The statutes are Title VII of the Civil Rights Act of 1964, as amended (Title VII), the Americans with Disabilities Act of 1990, as amended (ADA) and the Pregnant Workers Fairness Act (PWFA).

OutSolve’s EEO colleague, Toni Ahl, is an occasional contributor to our blog. The views, thoughts, and opinions expressed in this article belong solely to Toni and do not necessarily reflect the viewpoint of OutSolve or its employees.

May is Mental Health Awareness Month. Since the pandemic began, mental health has been a frequent topic in the workplace and beyond. Some of the issues brought on by the pandemic, like people feeling isolated, affected almost everyone. People were encouraged to seek help if they had issues which were exacerbated by the pandemic.

In a significant move towards workplace equity, the U.S. Equal Employment Opportunity Commission (EEOC) has introduced regulations to implement the Pregnant Workers Fairness Act (PWFA). Effective June 18, 2024, these regulations mandate that employers provide reasonable accommodations not only for pregnancy but also for related medical conditions. Here's a concise guide for employers on navigating these new requirements and understanding how they compare to the Americans with Disabilities Act (ADA) and Section 503 of the Rehabilitation Act (Section 503).

OutSolve’s EEO colleague, Toni Ahl, is an occasional contributor to our blog. The views, thoughts, and opinions expressed in this article belong solely to Toni and do not necessarily reflect the viewpoint of OutSolve or its employees.

Although this time of the year is joyous for some people, for others it is anything but. There are many reasons why this season may be hard for some people. Stress due to unrealistic expectations may affect anyone. It is probable that we may experience anxiety about some part of the holidays. However, the holidays may be particularly hard for those who are substantially limited in their daily activities due to depression.

OutSolve's workforce inclusion partner, Inclusively, is an occasional contributor to our blog. The views, thoughts, and opinions expressed in this article belong solely to Inclusively and do not necessarily reflect the viewpoint of OutSolve or its employees. The following post was previously released on Inclusively's blog.

Most employees want their companies to be flexible, accommodating, and inclusive. They want a culture that reflects their highest aspirational values. They want a workforce that’s diverse and includes disabled workers. Companies want employees to work in the way that allows them to bring their full selves to the job — and, in turn, to be more productive. But they may be hesitant or see obstacles in the way, particularly if they’re a large company.

The skills of workers with disabilities who are active in our workplaces and economy are honored during October for National Disability Employment Awareness Month (NDEAM). In August 2023, which was the 33^rd anniversary of the Americans with Disabilities Act (ADA), the employment population ratio for disabled people was 23%, which was the highest on record. Comparatively, in August 2021, the ratio was 19.2%. The Department of Labor (DOL) suspects that the increase may be attributed to the changes related to the pandemic, such as greater access to telework and other flexible workplace arrangements that may have opened the doors for many disabled workers. According to the DOL, “despite this positive trend, an unacceptable employment gap remains, and until it closes, we have work to do.”

OutSolve’s EEO colleague, Toni Ahl, is an occasional contributor to our blog. The views, thoughts, and opinions expressed in this article belong solely to Toni and do not necessarily reflect the viewpoint of OutSolve or its employees.

In a recent ruling, the New Jersey Appellate Division delivered a blow to an employee who claimed a perceived disability due to COVID-19. The court determined that the employee, who was suspected of contracting the virus, failed to establish a perceived disability claim under the New Jersey Law Against Discrimination (LAD). It is worth noting that employers in New Jersey are aware that LAD's definition of a disability is much broader than that of the Americans with Disabilities Act (ADA).

Virtual session will take place on September 19 at 1:00pm Central Time.