A recent jury verdict in the "mark of the beast" case is a good reminder to employers that they need to be sure to take religious accommodation requests seriously. Employers are required to accommodate an employee's sincerely held religious belief, unless that accommodation would cause more than a de minimis (minimal) cost to the employer. Agencies and courts typically do not delve into what beliefs are "sincerely held." As you can imagine, that is a pretty slippery slope. As with many employment issues, how to handle a request for a religious accommodation varies on a case by case basis.
When an employer learns that it has been sued, it can be a very scary and uncertain time. Employers need guidance to navigate the litigation process and develop an effective and efficient litigation strategy. Katie has extensive experience representing clients in employment litigation, whether it be in state court or federal court, and can assist your company in managing litigation in the best way possible. You can be assured that Katie will prepare a litigation strategy with your best interests in mind and work with you to find a cost-efficient solution.
With the recent economic downturn, employers have seen an interesting dichotomy in their dealings with both New Hampshire and federal agencies: increased enforcement but longer time-frame to resolution. Whether an employee has filed a discrimination charge or you are undergoing a wage and hour audit, Katie will help you navigate the process. Katie has experience, including successful representation at hearings, before the following agencies:
The bottom line is that employers want and need to make day to day decisions to avoid litigation, and Katie has experience in assisting employers with these difficult decisions. Risk management and handling employee complaints are critical to employers, and Katie understands what it takes to do this. Katie’s experience in this area of the law includes:
Recent Blog Posts
Living in suburban New Hampshire, I have to admit that I’m a bit behind the times when it comes to “big city” perks, like using Uber and Lyft. However, I recently traveled to New York City and Washington, DC, and learned one very important thing - Uber is very cool. I even downloaded the app, even though I’m fairly sure I will never use it in New Hampshire (although, as my urban friends were shocked to find out, we do have the service here).
We've all heard the stories, both in and outside of the workplace. Work is stressful. It’s so stressful that it’s causing [insert physical symptom here]. Could this be the basis for a legitimate workers’ compensation claim?