ACCOMMODATING RELIGIOUS PRACTICE AFTER EEOC V. ABERCROMBIE: 3 STEPS FOR EMPLOYERS | Secondary Sources | Westlaw

ACCOMMODATING RELIGIOUS PRACTICE AFTER EEOC V. ABERCROMBIE: 3 STEPS FOR EMPLOYERS | Secondary Sources | Westlaw

View on Westlaw or start a FREE TRIAL today, ACCOMMODATING RELIGIOUS PRACTICE AFTER EEOC V. ABERCROMBIE: 3 STEPS FOR EMPLOYERS, Secondary Sources
Skip Page Header

ACCOMMODATING RELIGIOUS PRACTICE AFTER EEOC V. ABERCROMBIE: 3 STEPS FOR EMPLOYERS

29 No. 24 WJEMP 1By Daniel Turinsky, Esq., Phyllis Cheng, Esq., and Julia Christine DiPrete, Esq., DLA Piper Westlaw Journal Employment (Approx. 4 pages)

ACCOMMODATING RELIGIOUS PRACTICE AFTER EEOC V. ABERCROMBIE: 3 STEPS FOR EMPLOYERS

29 No. 24 WJEMP 1By Daniel Turinsky, Esq., Phyllis Cheng, Esq., and Julia Christine DiPrete, Esq., DLA Piper Westlaw Journal Employment (Approx. 4 pages)

29 No. 24 Westlaw Journal Employment 1
Westlaw Journal Employment
*1 June 23, 2015
Commentary
By Daniel Turinsky, Esq., Phyllis Cheng, Esq., and Julia Christine DiPrete, Esq., DLA Piperaa1
Copyright © 2015 Thomson Reuters .

ACCOMMODATING RELIGIOUS PRACTICE AFTER EEOC V. ABERCROMBIE: 3 STEPS FOR EMPLOYERS

Attorneys Daniel Turinsky, Phyllis Cheng and Julia Christine DiPrete of DLA Piper discuss the U.S. Supreme Court's June 1 discrimination and accommodation ruling against retailer Abercrombie & Fitch, and they provide practices employers can follow to...
End of Document© 2024 Thomson Reuters. No claim to original U.S. Government Works.