---
title: "Elizabeth K. Dorminey"
description: ""
url: "https://wimlaw.com/tags/elizabeth-k-dorminey"
date: "2026-06-03T07:42:10+00:00"
language: "en-US"
---

##  Elizabeth K. Dorminey

 [ ![International Employment Matters webinar graphic promo](https://wimlaw.com/media/yootheme/cache/98/WimLaw-january-2025-webinar-Promo-Slide-V2-98585287.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1433&catid=221&Itemid=1102)#####  [“Over Here, Over There:” Transnational Issues in Employment Law](https://wimlaw.com/index.php?option=com_content&view=article&id=1433&catid=221&Itemid=1102)

October 31, 2024

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1433&catid=221&Itemid=1102)

 [ ![Breaking Up is Hard to Do: Part II – Unemployment Compensation Hearings.](https://wimlaw.com/media/yootheme/cache/c7/042916_1721_breakingupi1-c7221495.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1010&catid=205&Itemid=839)#####  [Breaking Up is Hard to Do: Part II – Unemployment Compensation Hearings.](https://wimlaw.com/index.php?option=com_content&view=article&id=1010&catid=205&Itemid=839)

April 29, 2016

Category: Articles

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1010&catid=205&Itemid=839)

 [ ![COLLUSION AMONG EMPLOYERS IN SETTING  WAGE RATES CHALLENGED](https://wimlaw.com/media/yootheme/cache/c3/wesley-tingey-9z9fxr_7z-k-unsplash-c31cd790.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=403&catid=53&Itemid=560)#####  [Collusion Among Employers in Setting Wage Rates Challenged](https://wimlaw.com/index.php?option=com_content&view=article&id=403&catid=53&Itemid=560)

July 06, 2016

Category: Employment Law Newsletter: A Monthly Report On Labor Law Issues

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=403&catid=53&Itemid=560)

 [ ![man with a leather briefcase](https://wimlaw.com/media/yootheme/cache/ba/marten-bjork-6dW3xyQvcYE-unsplash-ba79cb20.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=369&catid=52&Itemid=579)#####  [DOL Proposes to Increase Salary Threshold for Overtime Exemption: Will It Raise Wages or Cut Hours?](https://wimlaw.com/index.php?option=com_content&view=article&id=369&catid=52&Itemid=579)

June 30, 2015

Category: Alerts

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=369&catid=52&Itemid=579)

 [ ![signing a document on a wooden table indoors](https://wimlaw.com/media/yootheme/cache/39/cytonn-photography-GJao3ZTX9gU-unsplash-39c2f499.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1390&catid=52&Itemid=579)#####  [FTC Adopts Rule Banning Non-Compete Agreements](https://wimlaw.com/index.php?option=com_content&view=article&id=1390&catid=52&Itemid=579)

May 01, 2024

Category: Alerts

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1390&catid=52&Itemid=579)

 [ ![The Federal Trade Commission building entrance](https://wimlaw.com/media/yootheme/cache/30/ftc-ian-hutchinson-ruQxygBJMOM-unsplash-30ce5ac1.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1292&catid=52&Itemid=579)#####  [FTC Proposes Rulemaking to Ban Non-compete Agreements](https://wimlaw.com/index.php?option=com_content&view=article&id=1292&catid=52&Itemid=579)

January 09, 2023

Category: Alerts

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1292&catid=52&Itemid=579)

 [ ![Get Ready to Submit Detailed Pay Data to EEOC by September 30](https://wimlaw.com/media/yootheme/cache/f9/neonbrand-aojguijkobc-unsplash-f928c1e1.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=655&catid=52&Itemid=579)#####  [Get Ready to Submit Detailed Pay Data to EEOC by September 30](https://wimlaw.com/index.php?option=com_content&view=article&id=655&catid=52&Itemid=579)

September 06, 2019

Category: Alerts

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=655&catid=52&Itemid=579)

 [ ![mug on a table](https://wimlaw.com/media/yootheme/cache/d7/magdalena-danaj-4DHrAqWKUH8-unsplash-d72c0ce4.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=221&catid=52&Itemid=579)#####  [Good News For Employers Regarding Class And Collective Actions From The Supreme Court](https://wimlaw.com/index.php?option=com_content&view=article&id=221&catid=52&Itemid=579)

May 02, 2013

Category: Alerts

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=221&catid=52&Itemid=579)

 [ ![promo graphic, How to Audit Employment Discrimination Laws Compliance](https://wimlaw.com/media/yootheme/cache/56/WimLaw-Webinar-Promo-Slide-56b0656b.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1497&catid=221&Itemid=1102)#####  [How to Audit Employment Discrimination Laws Compliance](https://wimlaw.com/index.php?option=com_content&view=article&id=1497&catid=221&Itemid=1102)

July 18, 2025

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1497&catid=221&Itemid=1102)

 [ ![event promo graphic, leave of absence policy](https://wimlaw.com/media/yootheme/cache/84/2023-march-webinar-tiny-84508093.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1291&catid=221&Itemid=1102)#####  [Leave of Absence Policy Considerations – Must Haves, Should Haves & Things to Avoid](https://wimlaw.com/index.php?option=com_content&view=article&id=1291&catid=221&Itemid=1102)

March 03, 2023

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1291&catid=221&Itemid=1102)

 [ ![arrows pointing both directions](https://wimlaw.com/media/yootheme/cache/0b/cdd20-HQH-GOZ6K2c-unsplash-0b8fe511.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1038&catid=205&Itemid=839)#####  [Looking Back to Look Forward: the Obama Administration’s Record on Wage/hour Enforcement and What It Means for Employers](https://wimlaw.com/index.php?option=com_content&view=article&id=1038&catid=205&Itemid=839)

March 17, 2016

Category: Articles

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1038&catid=205&Itemid=839)

 [ ![NEW HORIZONS IN FMLA LEAVE:  PARENT-TEACHER CONFERENCES?](https://wimlaw.com/media/yootheme/cache/ac/081219_1535_newhorizons1-acad5b2f.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1034&catid=205&Itemid=839)#####  [NEW HORIZONS IN FMLA LEAVE: PARENT-TEACHER CONFERENCES?](https://wimlaw.com/index.php?option=com_content&view=article&id=1034&catid=205&Itemid=839)

August 12, 2019

Category: Articles

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1034&catid=205&Itemid=839)

 [ ![promo graphic, New Rules for Religious Discrimination and Accommodation In the Workplace](https://wimlaw.com/media/yootheme/cache/66/october-webinar-66cadfaf.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1509&catid=221&Itemid=1102)#####  [New Rules for Religious Discrimination and Accommodation In the Workplace](https://wimlaw.com/index.php?option=com_content&view=article&id=1509&catid=221&Itemid=1102)

September 11, 2025

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1509&catid=221&Itemid=1102)

 [ ![Over-Regulating Overtime? - Podcast on New Overtime Rules](https://wimlaw.com/media/yootheme/cache/ff/063016_1524_overregulat1-ffc54192.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1015&catid=205&Itemid=839)#####  [Over-Regulating Overtime? - Podcast on New Overtime Rules](https://wimlaw.com/index.php?option=com_content&view=article&id=1015&catid=205&Itemid=839)

June 30, 2016

Category: Articles

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1015&catid=205&Itemid=839)

 [ ![Poultry Plant Raids: The Rest of the Story](https://wimlaw.com/media/yootheme/cache/b5/chickens-jan-baborak-dujegrufsry-unsplash-b5dcb527.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=656&catid=52&Itemid=579)#####  [Poultry Plant Raids: The Rest of the Story](https://wimlaw.com/index.php?option=com_content&view=article&id=656&catid=52&Itemid=579)

August 14, 2019

Category: Alerts

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=656&catid=52&Itemid=579)

 [ ![webinar promo graphic, group of people inside a skyscraper looking outside](https://wimlaw.com/media/yootheme/cache/da/WimLaw-Promo-Slide-february-2024-power-numbers-da1c4d59.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1355&catid=221&Itemid=1102)#####  [Power in Numbers: FLSA Collective Actions and Class Actions](https://wimlaw.com/index.php?option=com_content&view=article&id=1355&catid=221&Itemid=1102)

November 21, 2023

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1355&catid=221&Itemid=1102)

 [ ![dc](https://wimlaw.com/media/yootheme/cache/79/march-2026-webinar-79152642.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1562&catid=221&Itemid=1102)#####  [Reining In the Administrative State: What the Supreme Court Has Been Up To, and Why it Matters for Employers](https://wimlaw.com/index.php?option=com_content&view=article&id=1562&catid=221&Itemid=1102)

March 04, 2026

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1562&catid=221&Itemid=1102)

 [ ![religuous symbols](https://wimlaw.com/media/yootheme/cache/d9/WimLaw-Webinar-Promo-Slide-d92f3349.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1538&catid=221&Itemid=1102)#####  [Resolving Conflict Between Religious Expression and the Civil Rights of Others](https://wimlaw.com/index.php?option=com_content&view=article&id=1538&catid=221&Itemid=1102)

January 28, 2026

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1538&catid=221&Itemid=1102)

 [ ![caution clean yellow standing sign floor](https://wimlaw.com/media/yootheme/cache/57/otvu7zmteic-57cccc54.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=704&catid=52&Itemid=579)#####  [Senior Principal Larry Stine Featured in National News for OSHA Expertise](https://wimlaw.com/index.php?option=com_content&view=article&id=704&catid=52&Itemid=579)

June 10, 2020

Category: Alerts

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=704&catid=52&Itemid=579)

 [ ![webinar promo graphic: Religious Accommodations](https://wimlaw.com/media/yootheme/cache/1e/religous-accomodations-1e5eeab5.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1342&catid=221&Itemid=1102)#####  [Sometimes We Just Have to Talk About It: Navigating New Rules on Religious Accommodation](https://wimlaw.com/index.php?option=com_content&view=article&id=1342&catid=221&Itemid=1102)

September 07, 2023

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1342&catid=221&Itemid=1102)

## Schema

```json
{ "@context": "https://schema.org", "@type": "FAQPage", "mainEntity": [ { "@type": "Question", "name": "Is the EEOC still active under the current administration?", "acceptedAnswer": { "@type": "Answer", "text": "Yes. The EEOC is very much alive, and charges are being filed. The agency has shown an increase in aggressive investigations and recently registered its largest public settlement in almost 20 years. (04:41)" } }, { "@type": "Question", "name": "Do my company's anti-discrimination policies need to be updated?", "acceptedAnswer": { "@type": "Answer", "text": " Yes. Policies and employee handbooks should be treated as living documents and audited annually to ensure compliance with recent legal changes. (02:45)" } }, { "@type": "Question", "name": "Can we choose a job candidate based on their qualifications without risking a discrimination lawsuit?", "acceptedAnswer": { "@type": "Answer", "text": "Yes. You can and should choose the most qualified candidate. The key is to base your decision on objective, job-related criteria like experience, skills, and work history. The law is violated when a company uses these criteria as a pretext for a decision actually based on a protected characteristic like age, race, or gender. For example, it's legal to choose a candidate with more experience. It's illegal to reject a candidate with more experience because you assume they're "too old" for the team. (10:42)" } }, { "@type": "Question", "name": "What is the Pregnant Workers Fairness Act (PWFA), and how does it affect our company handbook?", "acceptedAnswer": { "@type": "Answer", "text": "The PWFA requires employers to provide reasonable accommodations for pregnant employees. It's critical to update your handbook to reflect that in some cases, you cannot deny an accommodation for an obvious pregnancy even without a doctor's note. The standard for accommodation has been lowered. (16:09)" } }, { "@type": "Question", "name": "Can we fire an employee who is out on workers' compensation?", "acceptedAnswer": { "@type": "Answer", "text": "Terminating an employee on workers' compensation is legally risky. It is generally more prudent to wait until they return or have reached maximum medical improvement, unless you can prove the position would have been eliminated regardless of their injury. (42:14)" } }, { "@type": "Question", "name": "Is it okay to put a lactation space in a bathroom?", "acceptedAnswer": { "@type": "Answer", "text": "No. Under the Pump Act, the lactation space must be a private area that is not a bathroom. (18:44)" } }, { "@type": "Question", "name": "Does our company need to put up labor law posters?", "acceptedAnswer": { "@type": "Answer", "text": "Yes. Employers should ensure they have up-to-date and legally required posters from various agencies (e.g., EEOC, FLSA, NLRB) displayed in a conspicuous place. (40:24)" } }, { "@type": "Question", "name": "Should a manager make a complaint for an employee who is being harassed if the employee is not willing to?", "acceptedAnswer": { "@type": "Answer", "text": "Yes. Recent EEOC guidance suggests that an individual aware of a colleague in the same protected class being harassed may have standing to bring their own harassment claim, even if they were not the direct target. Employers should take all reports of harassment seriously. (21:58)" } }, { "@type": "Question", "name": "What is the best way to handle an employee complaint?", "acceptedAnswer": { "@type": "Answer", "text": "It is important to have clear, well-documented, and consistently followed procedures for all complaints. Training for managers and an "open door" policy help ensure employees feel heard and that their complaints are taken seriously. (24:06)" } }, { "@type": "Question", "name": "1. What is the new legal standard for denying a religious accommodation request?", "acceptedAnswer": { "@type": "Answer", "text": "The new standard, clarified by the Supreme Court in Groff v. DeJoy (2023), requires an employer to show that granting the accommodation would result in "substantial increased costs" in relation to the conduct of its particular business. This replaces the old "de minimis" (minimal cost) standard. (Time: 01:29, 02:05, 11:40)" } }, { "@type": "Question", "name": "2. Was the Supreme Court's decision in Groff v. DeJoy a close vote?", "acceptedAnswer": { "@type": "Answer", "text": "No. The decision was unanimous (nine-zero), which signals that the new standard is solid and not likely to change substantially. (Time: 02:05)" } }, { "@type": "Question", "name": "3. What is a "sincerely held belief," and why is it important?", "acceptedAnswer": { "@type": "Answer", "text": "A "sincerely held belief" is a conviction the employee must demonstrate they genuinely hold as part of their religion. The burden to prove this is on the employee, and a lack of sincerity can be grounds for denying a request. (Time: 02:59, 07:58)" } }, { "@type": "Question", "name": "4. What is the difference between a financial and an operational undue hardship?", "acceptedAnswer": { "@type": "Answer", "text": "Undue hardship is not limited to financial costs. An operational burden can include concrete evidence of significant disruption, such as a long religious garment posing a safety hazard by potentially getting entangled in machinery. (Time: 12:10, 13:08)" } }, { "@type": "Question", "name": "5. How should an employer handle an employee's request for religious accommodation?", "acceptedAnswer": { "@type": "Answer", "text": "Employers should engage in a robust interactive process (similar to the ADA process). This involves analyzing the request, determining the operational impact, and discussing proposed solutions with the employee. Documentation of this process is critical. (Time: 15:45, 16:41)" } }, { "@type": "Question", "name": "6. If an employee suggests an accommodation, does the employer have to accept it?", "acceptedAnswer": { "@type": "Answer", "text": "No. The employee does not get to decide which reasonable accommodation they like best. The employer gets to determine what the reasonable accommodation will be, provided it effectively accommodates the employee's sincerely held belief without causing undue hardship. (Time: 15:05, 15:45)" } }, { "@type": "Question", "name": "7. Can an employer deny a religious accommodation request if it involves working from home?", "acceptedAnswer": { "@type": "Answer", "text": "An employer cannot automatically deny remote work.8 While the employee may argue the company accommodated remote work during COVID-19, the employer must still perform an analysis to determine if working remotely is a reasonable accommodation for that specific job and if it can be done without undue hardship. (Time: 19:23, 22:22)" } }, { "@type": "Question", "name": "8. Can an employer tell an employee not to wear religious clothing if customers might object?", "acceptedAnswer": { "@type": "Answer", "text": "No. The fact that an employer or customers "will not like" an employee wearing religious garb (such as a full turban or head coverings) is not a sufficient reason to deny an accommodation or move the employee to a non-customer-facing role (segregation). (Time: 20:52, 21:30, 28:20)" } }, { "@type": "Question", "name": "9. What are common examples of reasonable religious accommodations?", "acceptedAnswer": { "@type": "Answer", "text": "Common accommodations include flexible scheduling (e.g., swapping days of worship), voluntary shift substitutions or swaps among employees, and job reassignments to a role that does not conflict with the religious practice. (Time: 31:31, 32:44, 35:45)" } }, { "@type": "Question", "name": "10. Can managers prohibit employees from discussing their religious beliefs at work?", "acceptedAnswer": { "@type": "Answer", "text": "No. An employer cannot have a blanket rule prohibiting all talk of religion. However, the employer must enforce a line between allowing discussion and preventing harassment. Conversations must be respectful, and employees must honor another person's request to stop the discussion. (Time: 42:30, 43:26)" } }, { "@type": "Question", "name": "What is meant by the "administrative state" or the "fourth branch" of government?", "acceptedAnswer": { "@type": "Answer", "text": "The administrative state refers to the collection of federal agencies, such as the Department of Labor and the National Labor Relations Board, that have grown over decades to exercise significant power alongside the traditional legislative, executive, and judicial branches. (Timestamp: 00:58)" } }, { "@type": "Question", "name": "What was the Chevron decision and why was it significant?", "acceptedAnswer": { "@type": "Answer", "text": "The 1984 Chevron decision established a rule of deference, which meant that when a statute had a "lacuna" or ambiguity, the judicial branch should defer to the administrative agency's interpretation of that law. This effectively put a "thumb on the scale" in favor of the agency during legal challenges.(Timestamp: 01:51)" } }, { "@type": "Question", "name": "How did the Supreme Court change the way labor law exemptions are read in Encino Motorcars?", "acceptedAnswer": { "@type": "Answer", "text": "In Encino Motorcars, the Court shifted away from the "remedial" approach of strictly and narrowly construing exemptions to favor employees. Instead, it ruled that exemptions are entitled to a "fair reading" just like any other statutory provision. (Timestamp: 07:32)" } }, { "@type": "Question", "name": "What is the Major Questions Doctrine?", "acceptedAnswer": { "@type": "Answer", "text": "The Major Questions Doctrine is a litmus test used by the Supreme Court to determine if an administrative agency has exceeded its authority. It holds that for issues of vast importance or "massive questions," an agency cannot rely on general statutory language; instead, Congress must clearly and specifically delegate that authority. (Timestamp: 12:35)" } }, { "@type": "Question", "name": "Did the Supreme Court allow OSHA to mandate COVID-19 vaccines for employees?", "acceptedAnswer": { "@type": "Answer", "text": "No; the Supreme Court found that OSHA exceeded its statutory authority. The court determined that compelling employees to take a vaccine was not within the scope of what the Occupational Safety and Health Act was designed to cover. (Timestamp: 14:25)" } }, { "@type": "Question", "name": "What did the Loper Bright decision do to Chevron deference?", "acceptedAnswer": { "@type": "Answer", "text": "The 2024 Loper Bright decision specifically overruled Chevron. The Court ruled that judges should no longer defer to an administrative agency's interpretation of the law, but must instead use their own judgment and interpretation principles. (Timestamp: 20:29)" } }, { "@type": "Question", "name": "How did the Corner Post case change the statute of limitations for challenging federal regulations?", "acceptedAnswer": { "@type": "Answer", "text": "The Court ruled that the window to challenge a regulation under the Administrative Procedure Act (APA) is a statute of limitations, not a statute of repose. This means a party can challenge a rule within five years of being "aggrieved" or injured by it, even if the rule was originally issued much earlier. (Timestamp: 24:33)" } }, { "@type": "Question", "name": "Does an employer have a right to a jury trial in cases involving administrative fines?", "acceptedAnswer": { "@type": "Answer", "text": "Yes; in the Jarkesy decision, the Court held that if an agency is seeking money damages or civil penalties, the Seventh Amendment provides a right to a jury trial. Such cases must be heard by an Article III judge rather than through a purely administrative proceeding. (Timestamp: 27:23)" } }, { "@type": "Question", "name": "Can the President fire members of independent agencies at will?", "acceptedAnswer": { "@type": "Answer", "text": "While the 1935 Humphrey’s Executor case allowed Congress to restrict the President's power to remove certain officials, recent legal challenges suggest the Court may be narrowing this rule. Current litigation involving agencies like the NLRB and the Consumer Protection Board explores whether these removal protections unconstitutionally interfere with the President's duty to faithfully execute the law.(Timestamp: 39:22)" } }, { "@type": "Question", "name": "What is the current legal standard for an employer to deny a religious accommodation?", "acceptedAnswer": { "@type": "Answer", "text": "The Supreme Court established in Groff v. DeJoy (2023) that an employer must show that a religious accommodation would cause an "undue hardship," which is now defined as "substantially increased costs" to the business. (06:03)" } }, { "@type": "Question", "name": "Does an employer have to violate a union contract to provide a religious accommodation?", "acceptedAnswer": { "@type": "Answer", "text": "No, the courts generally still recognize it as an undue hardship if an accommodation would require the breach of a seniority provision in a collective bargaining agreement. (07:01)" } }, { "@type": "Question", "name": "What did the Trump administration’s executive order on gender ideology change?", "acceptedAnswer": { "@type": "Answer", "text": "Executive Order 14168, "Defending Women from Gender Ideology Extremism and Restoring Biological Truth," reversed previous policies that allowed individuals to self-identify on federal documents like passports. (08:26)" } }, { "@type": "Question", "name": "Are employers required to let employees use the bathroom of their choice based on gender identity?", "acceptedAnswer": { "@type": "Answer", "text": "Current guidance has moved away from requiring access based on gender identity toward biological sex; however, providing a private or neutral restroom remains a recommended solution to resolve objections from other employees. (24:36)" } }, { "@type": "Question", "name": "Can an employer stop an employee from wearing a t-shirt with a religious slogan?", "acceptedAnswer": { "@type": "Answer", "text": "Yes, provided the employer has a consistent "no slogans" policy that is applied neutrally to all clothing, such as sports team logos, and is not specific to religious messages. (30:53)" } }, { "@type": "Question", "name": "Is a beard or headscarf protected as a religious accommodation in the workplace?", "acceptedAnswer": { "@type": "Answer", "text": "Generally, yes. Courts typically allow these expressions of belief unless the employer can prove a specific safety reason, such as the risk of a headscarf getting caught in manufacturing machinery. (30:53)" } }, { "@type": "Question", "name": "How does a court determine if a religious belief is valid for an accommodation?", "acceptedAnswer": { "@type": "Answer", "text": "The court typically investigates whether the belief is part of a recognized religion and, crucially, whether the belief is "sincerely held" by the employee rather than a matter of personal convenience. (38:14, 39:53)" } }, { "@type": "Question", "name": "Does the law protect religious expression for all faiths or just Christians?", "acceptedAnswer": { "@type": "Answer", "text": "Title VII protects religious liberty for all recognized religions, including Christians, Muslims, and Jews, and the EEOC principles for protection are intended to be neutral. (35:52, 36:41)" } } ] }
```

```json
{ "@context": "https://schema.org", "@type": "BreadcrumbList", "itemListElement": [ { "@type": "ListItem", "position": 1, "name": "Home", "item": "https://wimlaw.com" }, { "@type": "ListItem", "position": 2, "name": "Tags", "item": "https://wimlaw.com/tags" }, { "@type": "ListItem", "position": 3, "name": "Elizabeth K. Dorminey", "item": "https://wimlaw.com/tags/elizabeth-k-dorminey" } ] }
```