27 | EEOC-INITIATED LITIGATION: 2026 EDITION ©2026 Seyfarth Shaw LLP • EEOC v. UT-Battelle, LLC, Case No. 3:25-cv-00371 (E.D. Tenn.):60 On October 29, 2025, UT-Battelle, the contractor operating Oak Ridge National Laboratory, agreed to pay $28.75 million to settle an EEOC lawsuit alleging violations of Title VII of the Civil Rights Act of 1964 related to COVID-19 vaccine mandates. The EEOC claimed that UT-Battelle failed to provide religious accommodations to employees who objected to the vaccine on religious grounds and placed them on unpaid leave, ultimately terminating many. The settlement, one of the largest in EEOC history for religious discrimination, provides monetary relief to affected employees and requires UT-Battelle to implement policy changes, including enhanced accommodation procedures and training for managers and HR staff. The consent decree also mandates reporting to the EEOC to ensure compliance. • EEOC v. P.F. Chang’s China Bistro, Inc., Case No. 2:25-cv-01487 (D. Ariz.):61 On August 14, 2025, the EEOC announced that P.F. Chang’s agreed to pay $80,000 and provide injunctive relief to settle a lawsuit alleging religious discrimination under Title VII of the Civil Rights Act of 1964. The EEOC claimed that a server at the company’s Scottsdale, Arizona location was terminated after refusing to participate in a Buddhist chanting ritual during a pre-shift meeting, citing her Christian faith. According to the EEOC, the employee informed management that the practice conflicted with her religious beliefs, but was told participation was mandatory. When she declined, she was removed from the schedule and later discharged. In addition to monetary relief, the consent decree requires P.F. Chang’s to revise its policies, provide training on religious accommodation, and report compliance to the EEOC. • EEOC v. Buffalo Wild Wings, Case No. 2:25-cv-01592 (D. Ariz.):62 On September 18, 2025, the EEOC announced that Buffalo Wild Wings agreed to pay $47,500 and implement injunctive relief to settle a lawsuit alleging religious discrimination under Title VII of the Civil Rights Act of 1964. The EEOC claimed that a server at the company’s Mesa, Arizona location was terminated after refusing to participate in a Buddhist chanting ritual during a pre-shift meeting, citing her Christian faith. According to the EEOC, the employee informed management that the practice conflicted with her religious beliefs, but was told participation was mandatory. When she declined, she was removed from the schedule and later discharged. Under the consent decree, Buffalo Wild Wings will revise its policies, provide training on religious accommodation, and report compliance to the EEOC. • EEOC v. Logic Staffing, LLC, Case No. 2:24-cv-01487 (W.D. Wash.):63 On August 20, 2025, the EEOC announced that Logic Staffing agreed to pay $217,500 and provide injunctive relief to settle a lawsuit alleging religious discrimination and retaliation under Title VII of the Civil Rights Act of 1964. The EEOC claimed that Logic Staffing refused to accommodate an employee’s religious objection to receiving a COVID-19 vaccine and terminated her after she requested an exemption. According to the EEOC, the employee, who worked as a recruiter, informed the company that vaccination conflicted with her sincerely held religious beliefs. Rather than engaging in an interactive process, Logic Staffing denied the request and discharged her. The consent decree requires the company to revise its policies, train managers on religious accommodation, and report compliance to the EEOC. 60 https://www.eeoc.gov/newsroom/ut-battelle-pay-over-28-million-settle-eeoc-covid-19-vaccine-mandate-related-religious 61 https://www.eeoc.gov/newsroom/pf-changs-pay-80000-religious-discrimination 62 https://www.eeoc.gov/newsroom/buffalo-wild-wings-pay-47500-eeoc-religious-discrimination-lawsuit 63 https://www.eeoc.gov/newsroom/logic-staffing-pay-217500-eeoc-religious-discrimination-retaliation-lawsuit
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