Darrell Gay (with an assist from summer associate Natalia Palacino Camargo ) raises an issue that many employers may not have on their radar yet: how to respond when employees object to using AI on religious grounds. In an article for HR Legal & Compliance Excellence, Darrell explains how existing religious accommodation laws—including the Supreme Court’s Groff v. DeJoy standard—may apply as AI becomes more deeply integrated into the workplace, while offering practical guidance for evaluating requests, training managers, and reducing legal risk. It’s a timely look at the intersection of emerging technology and established employment law, and a valuable resource for employers navigating AI adoption.
