For example, a government employer may contend that granting a requested religious accommodation would pose an undue hardship because it would constitute government endorsement of religion in violation of the Establishment Clause of the First Amendment.A private sector employer may contend that its own First Amendment rights under the Free Exercise or Free Speech Clauses would be violated if it is compelled by Title VII to grant a particular accommodation.
When a tenant is mentally ill, landlords, property managers, and community managers may find themselves on the horns of a dilemma.
On one hand, they have an obligation to protect the interests of all of their tenants and staff.
In rare cases, a person experiencing severe mental illness can present a risk to themselves, other tenants, your staff, or your property.
As a housing provider, how can you prioritize these tenants’ needs while also looking out for the well-being of all involved parties?
These protections also extend to those who profess no religious beliefs.
Questions about religion in the workplace have increased as religious pluralism has increased.
Some charges of religious discrimination may raise multiple claims, for example requiring analysis under disparate treatment, harassment, and denial of reasonable accommodation theories of liability.
In addition, there are some instances where Title VII religious discrimination cases implicate federal constitutional provisions.
Many tenancies have been preserved thanks to cooperation and creative problem-solving.
For example, in one case, a woman suffering from hallucinations had been damaging her apartment walls.
If they do violate the lease, you’ll need to follow the same processes as you would in any other circumstance.