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About the Teleseminar
Expressions of religious belief and the workplace are a potentially volatile combination that can lead to substantial employer liability if an employee is harassed or discriminated against. Liability may arise from employer actions or the actions of other employees, whether proselytizing or otherwise discriminating against employees who do not share the same religious belief. But there’s a real tension in the law for employers because employers are also required to make reasonable accommodations of religious belief. Failure to accommodate an employee’s beliefs can, as easily as allowing discrimination can, give rise to liability. This program will provide you with a real-world guide to the sources of law in this area, the types of religious discrimination and harassment in the workplace, how employers are required to accommodate religious belief, and best practices to avoid liability.
- Sources of law on religious discrimination and accommodation
- Types of religious discrimination or harassment, including quid pro quo, hostile work environment and disparate impact
- Discriminatory action by employers and by other employees
- Employee notification of religious belief that conflicts with work requirements
- Forms of reasonable accommodation of religious beliefs
- Circumstances where religious discrimination is legally defensible, including religious organizations and “BFOQ” requirements
About the Speaker
Katherine Huibonhoa is a partner in the San Francisco office of Paul Hastings, LLP, where she represents and counsels employers in all aspects of employment law issues, with an emphasis on equal employment opportunity litigation, appeals, and employment advice. Ms. Huibonhoa speaks and writes frequently on a variety of employment-related topics, including retaliation, wage and hour law, leaves of absence and wrongful termination. She is associate editor of the two-volume of “Lindemann & Grossman, Employment Discrimination Law,” a treatise published by the American Bar Association. Ms. Huibonhoa received her B.A., cum laude, from Columbia University and her J.D. from Columbia University School of Law.
Mandatory MCLE Credit Hours
This seminar qualifies for 1.0 MCLE Credit Hour, including up to1.0 Employment & Labor Law Specialty Credit Hour. (Tentative)