Labor & Employment

FastTrack

4.74

Religious Accommodations and Discrimination in the Workplace: Recent Updates and Litigation Trends

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Credit Status Total
Alaska CLE Reciprocity 1 Total
Alabama CLE Approved 1 Total
Arkansas CLE Approved 1 Total
Arizona CLE Approved 1 Total
California CLE Approved 1 Total
Colorado CLE Approved 1 Total
Connecticut CLE Approved 1 Total
Delaware CLE Approved 1 Total
Florida CLE Approved 1 Total
Georgia CLE Approved 1 Total
Hawaii CLE Approved 1 Total
Iowa CLE Approved 1 Total
Idaho CLE Approved 1 Total
Illinois CLE Approved 1 Total
Indiana CLE Approved 1 Total
Louisiana CLE Approved 1 Total
Maine CLE Approved 1 Total
Missouri CLE Approved 1.2 Total
Northern Mariana Islands CLE Approved 1 Total
Montana CLE Approved 1 Total
North Carolina CLE Approved 1 Total
Nebraska CLE Approved 1 Total
New Hampshire CLE Approved 1 Total
New Jersey CLE Approved 1.2 Total
New Mexico CLE Approved 1 Total
New York CLE Approved 1 Total
Ohio CLE Approved 1 Total
Oklahoma CLE Approved 1 Total
Pennsylvania CLE Approved 1 Total
Tennessee CLE Approved 1 Total
Texas CLE Approved 1 Total
Virginia CLE Approved 1 Total
Vermont CLE Approved 1 Total
Washington CLE Approved 1 Total
Wisconsin CLE Approved 1 Total
West Virginia CLE Approved 1.2 Total
SHRM CP/SCP Approved 1 Total
OnDemand
57 minutes
Andrew Maunz
With Andrew F. Maunz from Jackson Lewis P.C.
Recorded November 17, 2025
Product ID 101722

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Overview

Strengthen Your Workplace Compliance Strategies

Challenges around religious accommodations and discrimination show no signs of slowing down - are you confident in your ability to balance business needs with employee rights? In this updates course, our seasoned faculty break down the dos and don'ts of handling religious accommodation requests in the workplace, as well as best practices for minimizing legal exposure. Stay compliant with evolving accommodation laws - register today!

  • Review employer accommodation obligations post-Groff v. DeJoy.
  • Stay informed of new EEOC enforcement and litigation trends.
  • Examine best practices for revising and implementing workplace policies.

Abbreviated Agenda

  1. Employer Obligations Under Title VII and Recent EEOC Guidance
  2. Religious Accommodations in the Workplace: Employer Duties Post-Groff v. DeJoy
  3. Emerging EEOC Enforcement, Litigation Trends, and Other Noteworthy Court Cases
  4. Balancing Corporate Values and DEI Initiatives With Religious Rights
  5. Training Management, Revising and Implementing Accommodation Policies, etc.

Related Topics

Product ID 101722

Credit Details

Credits Available
Credit Status Total
Alaska CLE Reciprocity 1 Total
Alabama CLE Approved 1 Total
Arkansas CLE Approved 1 Total
Arizona CLE Approved 1 Total
California CLE Approved 1 Total
Colorado CLE Approved 1 Total
Connecticut CLE Approved 1 Total
Delaware CLE Approved 1 Total
Florida CLE Approved 1 Total
Georgia CLE Approved 1 Total
Hawaii CLE Approved 1 Total
Iowa CLE Approved 1 Total
Idaho CLE Approved 1 Total
Illinois CLE Approved 1 Total
Indiana CLE Approved 1 Total
Louisiana CLE Approved 1 Total
Maine CLE Approved 1 Total
Missouri CLE Approved 1.2 Total
Northern Mariana Islands CLE Approved 1 Total
Montana CLE Approved 1 Total
North Carolina CLE Approved 1 Total
Nebraska CLE Approved 1 Total
New Hampshire CLE Approved 1 Total
New Jersey CLE Approved 1.2 Total
New Mexico CLE Approved 1 Total
New York CLE Approved 1 Total
Ohio CLE Approved 1 Total
Oklahoma CLE Approved 1 Total
Pennsylvania CLE Approved 1 Total
Tennessee CLE Approved 1 Total
Texas CLE Approved 1 Total
Virginia CLE Approved 1 Total
Vermont CLE Approved 1 Total
Washington CLE Approved 1 Total
Wisconsin CLE Approved 1 Total
West Virginia CLE Approved 1.2 Total
SHRM CP/SCP Approved 1 Total
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Agenda

All times are shown in

  1. Religious Accommodations and Discrimination in the Workplace: Recent Updates and Litigation Trends

    1. Employer Obligations Under Title VII and Recent EEOC Guidance
    2. Religious Accommodations in the Workplace: Employer Duties Post-Groff v. DeJoy
    3. Emerging EEOC Enforcement, Litigation Trends, and Other Noteworthy Court Cases
    4. Balancing Corporate Values and DEI Initiatives With Religious Rights
    5. Training Management, Revising and Implementing Accommodation Policies, etc.

Who Should Attend

This program is designed for attorneys. HR professionals, accountants, and paralegals may also benefit.

Speakers

Andrew F Maunz
Andrew F.
Maunz
Jackson Lewis P.C.
Speaker bio
Andrew F Maunz

Andrew F. Maunz

Jackson Lewis P.C.
Andrew Maunz

is of counsel in the Pittsburgh, Pennsylvania, office of Jackson Lewis P.C. He is a former co-leader of the Pay Equity resource group and his practice focuses on representing employers in workplace law matters, including litigation, preventive advice, and counseling. Prior to joining Jackson Lewis, Mr. Maunz served as the legal counsel of the Equal Employment Opportunity Commission (EEOC) where he served as the agency's chief in-house lawyer and oversaw the office responsible for the EEOC's interpretations, guidance, regulations, and other legal matters. During his tenure as legal counsel, he helped lead the EEOC's response to COVID-19, providing widely praised guidance on compliance with federal EEO laws during the COVID-19 pandemic. This included specific guidance on vaccines, employee testing, reasonable accommodations, and much more. Mr. Maunz coordinated on COVID-19 issues with other federal agencies and provided presentations related to the pandemic to industry groups and congressional staff. In addition to COVID-19, he oversaw important legal developments as legal counsel, such as the issuance of a final rule updating the EEOC's conciliation procedures, updating the Compliance Manual on Religious Discrimination, and the agency's implementation of several landmark Supreme Court cases. Mr. Maunz also issued important opinion letters on several complex topics, including the EEOC's pattern or practice authority under section 707 of Title VII of the Civil Rights Act of 1964, age discrimination considerations for health reimbursement arrangements, and required disclosures under the Older Workers Benefit Protection Act for international workers. Before serving as legal counsel, he worked at the EEOC as an attorney-advisor to then-chair Janet Dhillon. In this capacity, Mr. Maunz advised the chair on complex legal and policy matters. This included the Commission's decision to revise the EEOC's EEO-1 collection to eliminate the requirement to collect pay data from employers. He also advised the chair on commencing litigation in specific cases and deciding employment discrimination claims of federal employees. Mr. Maunz's time before the EEOC was spent as a senior attorney in the Office of the General Counsel of the Social Security Administration where he served as a management-side lawyer. In this capacity, he provided advice to agency management on employment issues and represented the agency before administrative agencies, such as the EEOC. Mr. Maunz also served as a Department of Justice special assistant United States attorney defending the agency in employment litigation in federal court. He earned his J.D. at The University of Toledo College of Law and is admitted to practice in Ohio, Pennsylvania, and West Virginia.

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