In the first case, the EEOC brought suit against a coal
company and its parent alleging that a long-time employee had been forced to
resign because the employer refused to accommodate his religious beliefs. In particular, the employee believed that the
employer’s new biometric hand scanners – which had been implemented to track
employee attendance – constituted the mark of the beast (i.e., the antichrist). He objected to being subjected to the
technology and notified the employer on a number of occasions. The employer refused to accommodate his
religious beliefs and informed him that he would be disciplined and terminated
if he refused to scan his hand. The EEOC
alleged that the employee was forced to retire due to the employer’s refusal to
accommodate his religious beliefs.
In January, a federal court jury in West Virginia found that
the employer violated the employee’s religious beliefs and awarded the employee
$150,000 in compensatory damages. Last
month, the federal judge awarded an additional $436,860 in back pay, and front
pay. The Court also enjoined the
employer for three years from denying religious objections to the biometric
hand scanner and required them to be trained about religious accommodations.
The other case involves allegations of offensive language by
the general manager towards African-American employees and less favorable
treatment (such as less frequent breaks than white employees). The EEOC complaint also alleged that an African
American supervisor was subjected to a racially and sexually hostile work
environment and retaliation when she opposed the mistreatment. The settlement provides $44,500 to the
supervisor and $35,000 to the remaining employees.
NOTICE: This
summary is designed merely to inform and alert you of recent legal
developments. It does not constitute legal advice and does not apply to any
particular situation because different facts could lead to different results.
Information here can be changed or amended without notice. Readers should
not act upon this information without legal advice. If you have any questions
about anything you have read, you should consult with or retain an employment
attorney.
