Employers are required to accommodate the religious beliefs of their employees pursuant to Title VII of the Civil Rights Act of 1964. However, understanding what this means and how to ensure compliance is not easy. How has the Groff Supreme Court decision changed the meaning of “undue burden” under Title VII and how can an employer ensure compliance? What does the interactive process under Title VII look like and what documentation can an employer request? The answers to these and other questions will be provided in this in-depth CLE by employment law attorney, Melissa Fleischer, Esq. In this CLE course, Ms. Fleischer will provide an in-depth summary of what an employer is required to do to provide a religious accommodation for an employee's religious beliefs in light of the Groff case including: • What is a religious belief? • Does it have to be a well-known religion or even a religion at all? • What types of accommodations might an employer have to provide? • Do you have to allow an employee to pray during the workday? • Do you have to allow an employee time off for religious observance on religious holidays? • In-Depth overview of Groff Supreme Court decision • What does an employee have to reveal to implicate your obligation to provide a reasonable accommodation based upon religious beliefs? • How does religious reasonable accommodation undue burden standard differ from ADA reasonable accommodations after Groff? • What is the meaning of undue burden after Groff?