EEOC Recovers $20,000 for Sabbath Observer

As part of the settlement, in addition to the monetary award of $20,000, French Connection also agreed to adopt a new corporate-wide policy prohibiting religious discrimination, to provide prompt and impartial investigations of complaints of discrimination, and to provide periodic reports to the EEOC of any new claims of religious discrimination. Spencer H. Lewis, the EEOC's New York District Director, commented on the settlement by noting that 'employers should be aware that they have an inherent responsibility to prevent religious discrimination in a workplace and to take swift action to correct it when it occurs.' The EEOC commended the management of French Connection for working with the EEOC in solving the case. EEOC v. French Connection Group, Inc. 02 CV 7709 (S.D.N.Y.) (Casey, D.J.).

The Equal Employment Opportunity Commission settled for $20,000 and affirmative relief a religious discrimination claim by a job applicant who alleged that she was denied a position because she was a Sabbath observer.

Amanda Nathan applied for a job as a buyer for French Connection Group, a company with stores and retail outlets in the New York City area. Ms. Nathan is an observant Orthodox Jew and a Sabbath observer. During the winter months, she must leave early on most Friday afternoons so as to properly observe the Sabbath.

Ms. Nathan alleged that after being offered a position, she requested an accommodation for her Sabbath observance in which she offered to stay late on other days or skip lunch to make up any time lost. According to the complaint, the employer refused the accommodation and rescinded its offer of employment.

As part of the settlement, in addition to the monetary award of $20,000, French Connection also agreed to adopt a new corporate-wide policy prohibiting religious discrimination, to provide prompt and impartial investigations of complaints of discrimination, and to provide periodic reports to the EEOC of any new claims of religious discrimination. Spencer H. Lewis, the EEOC's New York District Director, commented on the settlement by noting that 'employers should be aware that they have an inherent responsibility to prevent religious discrimination in a workplace and to take swift action to correct it when it occurs.' The EEOC commended the management of French Connection for working with the EEOC in solving the case. EEOC v. French Connection Group, Inc. 02 CV 7709 (S.D.N.Y.) (Casey, D.J.).