This notice is to clarify how in Groff v. DeJoy, the U.S. Supreme Court has ruled that when establishing an undue hardship in the context of providing reasonable accommodations for employees’ religious beliefs and practices, employers must demonstrate substantial increased costs in relation to the operations of its business.
Prior to the ruling, an employer was typically only required to demonstrate, when showing undue hardship, that the religious accommodation would require more than de minimis (minimal) cost to be exempt from the requirement under federal law. Click here to read the details.
Please contact your HR Business Partner with any questions.
Thank you,
ADP