The big picture: The U.S. 9th Circuit Court of Appeals upheld a verdict against the San Francisco Bay Area Rapid Transit District (BART) for failing to accommodate a religious objection to a COVID vaccine, with a concurring opinion arguing to overturn a key Supreme Court precedent.

Why it matters: This signals potential shifts in the legal landscape for religious accommodations, impacting employer policies and HR compliance, especially concerning health mandates and workplace requirements.

Between the lines:

• The case, Lewis-Williams v. San Francisco Bay Area Rapid Transit District, found BART liable.
• The jury determined BART did not demonstrate proper accommodation efforts.
• A concurrence specifically targeted Smith v. Employment Division, a foundational religious freedom precedent.

Staffing & HR impact: Employers and staffing firms must closely monitor evolving religious accommodation standards, as changes could necessitate policy revisions and increase compliance risks related to employee mandates. This directly affects HR compliance and potential litigation exposure.

The bottom line: The legal standard for religious freedom in the workplace may be on the cusp of a significant re-evaluation.