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In a recent opinion issued by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency provided further guidance on how employers can manage employee requests to be exempted from diversity trainings on the basis of sincerely held religious beliefs.
When deliberating an employee’s religious exemption request, employers can consider whether the religious belief is actually in conflict with the workplace training or program. When demonstrating that the exemption would place an undue burden on the employer, the employer can point not only to financial costs associated with the request but also how the exemption may impact rights and interests protected by other non-discrimination laws.
In the opinion in Barrett v. Vilsack, the EEOC affirmed a federal agency’s dismissal of an employee’s religious discrimination claim against the U.S. Department of Agriculture’s Natural Resources Conservation Service (NRCS) in Temple, Texas.
The NRCS instituted a mandatory civil rights training program to guide employees on how to treat customers and other employees with dignity and respect. The complainant sought to be excluded from the portion of the training regarding LGBTQI+ community members on the grounds that it conflicted with his Roman Catholic beliefs. The NRCS denied the request, and the complainant filed an EEOC complaint under Title VII, which protects employees from religious discrimination in employment.
Through an appeals process, the EEOC concluded that the NRCS did not violate the complainant’s rights. Under Title VII, when an employee notifies an employer of a sincere religious belief that conflicts with a workplace rule, policy or program, the employer is obligated to determine if it can provide a reasonable accommodation to the employee without incurring undue hardship. In Barrett, the EEOC’s decision was based on several specific facts that undermined the complainant’s claim, but, in general, the EEOC held the following:
While the EEOC’s opinion is not binding precedent on private employers, it provides guidance that can be adopted by courts in future discrimination claims against private employers. All employers should be mindful of the following when developing diversity training programs and responding to potential religious exemptions:
While the EEOC ruling in Barrett is not binding on private employers, it is helpful guidance in better understanding the legal contours of religious exemption requests. Employers should pay close attention to this evolving area of the law.
Brian Garrett is a director and member of McLane Middleton’s employment law group. He can be reached at brian.garrett@mclane.com.