{"id":2203,"date":"2023-07-10T11:01:16","date_gmt":"2023-07-10T15:01:16","guid":{"rendered":"https:\/\/www.bowditch.com\/campuscounselnewengland\/2023\/07\/10\/client-alert-u-s-supreme-court-clarifies-religious-accommodation-standard-after-nearly-half-a-century\/"},"modified":"2023-07-10T16:45:38","modified_gmt":"2023-07-10T20:45:38","slug":"client-alert-u-s-supreme-court-clarifies-religious-accommodation-standard-after-nearly-half-a-century","status":"publish","type":"post","link":"https:\/\/www.bowditch.com\/campuscounselnewengland\/2023\/07\/10\/client-alert-u-s-supreme-court-clarifies-religious-accommodation-standard-after-nearly-half-a-century\/","title":{"rendered":"U.S. Supreme Court \u201cClarifies\u201d Religious Accommodation Standard After Nearly Half a Century"},"content":{"rendered":"

On June 29, 2023, the United States Supreme Court issued a significant decision in Groff v. DeJoy<\/em>, No. 22-174 (June 29, 2023), in which it \u201cclarified\u201d the religious accommodation standard under Title VII of the Civil Rights Act. Uprooting nearly half a century of precedent, the Court articulated that the standard for an employer\u2019s showing of \u201cundue hardship\u201d is met only \u201cwhen a burden [posed by an accommodation] is substantial<\/em><\/strong> in the overall context of an employer\u2019s business.\u201d (Emphasis added). Until now, courts have widely regarded \u201cundue hardship\u201d to mean only \u201cmore than a de minimis<\/em> cost,\u201d which means this standard was much easier for employers to meet before Groff<\/em>.<\/p>\n

By way of background, Title VII prohibits discrimination on the basis of religion, including all aspects of belief, observance, and practice. Further, Title VII requires employers to accommodate an employee\u2019s religious practices, unless doing so would impose an \u201cundue hardship on the conduct of the employer\u2019s business.\u201d<\/p>\n

The \u201cmore than a de minimis<\/em> cost\u201d phrase was first used in the Court\u2019s decision in TWA v. Hardison,<\/em>\u00a0432 U.S. 63 (1977). From there, lower courts latched onto the phrase and employers adopted it as the standard to determine whether a requested religious accommodation posed an undue hardship. In practice, if an employer had evidence that a requested accommodation would cause it to bear \u201cmore than a de minimis<\/em> cost,\u201d then the employer was within its rights to deny the request.<\/p>\n

In Groff<\/em>, the Court considered the question of whether the de minimis<\/em>\u00a0standard was the correct reading of the law and how \u201cundue hardship\u201d should be defined in determining religious accommodation claims under Title VII. For context, the plaintiff in Groff<\/em> was an Evangelical Christian postal carrier who held a religious belief that work should not be performed on Sundays and that Sundays should be reserved for rest and worship. For the first several years of his employment with the United States Postal Service (USPS), the plaintiff\u2019s job did not require him to work on Sundays. Later, when USPS started to make Sunday deliveries, it made multiple attempts to accommodate the plaintiff. Ultimately, though, due to staffing and morale issues imposed by the plaintiff\u2019s accommodation, he was required to work Sunday shifts. Because of this, the plaintiff sued USPS, alleging that it could have accommodated his Sunday Sabbath without undue hardship. Applying the de minimis<\/em> cost standard stemming from Hardison<\/em>, USPS was awarded summary judgment by the District Court (which means the plaintiff\u2019s case was dismissed on legal grounds), and the ruling was subsequently upheld by the Third Circuit Court of Appeals. Groff then petitioned the U.S. Supreme Court to hear his case.<\/p>\n

In a unanimous opinion, the Supreme Court found that Title VII warranted a standard higher than de minimis<\/em> for undue hardship. Indeed, in \u201cclarifying\u201d the Hardison<\/em> case, the court noted that its opinion discussed \u201csubstantial costs or expenditures\u201d multiple times in the context of undue hardship, and for decades courts actually had misidentified the \u201cde minimums<\/em> cost\u201d language as the appropriate standard. As such, the Court remanded Groff<\/em> to the Court of Appeals for further proceedings consistent with this opinion.<\/p>\n

Employer Takeaway<\/h2>\n

This decision has significant implications for employers. Namely, it imposes a new, higher standard for employers when assessing whether an employee\u2019s request for religious accommodation would pose an undue hardship on their business. Specifically, employers should now deny requests only if there is evidence that they pose a \u201csubstantial\u201d increased cost rather than just a \u201cmore than de minimis<\/em>\u201d cost.<\/p>\n

Employers should also be prepared for an influx of new requests for accommodation that could follow this decision. As such, employers may wish to reevaluate their accommodations policies and are advised to seek counsel in making any changes.<\/p>\n

Finally, employers should be aware that the undue hardship test for accommodations of disabilities under the Americans with Disabilities Act still requires a showing of \u201csignificant difficulty or expense,\u201d and the Court noted that this standard remains unchanged by its opinion in Groff<\/em>.<\/p>\n

Employers should contact Bowditch & Dewey\u2019s Employment & Labor practice group with any questions about the Court\u2019s decision and how it may impact their business.<\/p>\n

 <\/p>\n

 <\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

On June 29, 2023, the United States Supreme Court issued a significant decision in Groff v. DeJoy, No. 22-174 (June 29, 2023), in which it “clarified” the religious accommodation standard under Title VII of the Civil Rights Act. 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