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TL;DR
The University of Kentucky approved research administrator David Durman’s request to be excused from personally using AI tools because of his sincerely held Humanist beliefs. The decision is an individual workplace accommodation, not a court ruling or legal precedent; its scope does not necessarily exempt him from meetings or systems that use AI.
The University of Kentucky approved research administrator David Durman’s request to be excused from personally using artificial intelligence tools at work, citing an accommodation for his sincerely held Humanist beliefs. The decision, dated September 25, 2026, is an individual workplace accommodation—not a court ruling—and does not establish a legal precedent for other workers.
Durman, who helps researchers apply for grants, submitted a request to the university’s Office of Equal Opportunity on August 24. In a letter published by the American Humanist Association, he asked to avoid personally using AI or large language model tools, including automated transcription, note-taking and decision systems. He offered to take and share meeting notes himself.
The university approved the request after a meeting with Durman and representatives of the American Humanist Association in mid-September. The association said the office found the accommodation would pose “no undue burden on his department.” A university spokesperson told TechCrunch that “an accommodation could be provided while allowing the employee to continue performing the essential functions of their position.”
The approval is limited. According to the letter as quoted by Religion News Service, Durman may still need to participate in meetings where AI is used and submit materials through systems that incorporate AI. The university said accommodations may be reviewed as jobs change. Reporting by TechCrunch also said Durman had not yet been required to use AI; he sought approval after the tools were recommended and before a possible mandate.
Infographic 01 · University of Kentucky · 2026
One letter, one meeting, one narrow exemption.
A Humanist research administrator asked not to use AI himself. His employer, which rolled out Copilot campus-wide, said yes.
- 31 Jul 2026Copilot promoted for meeting notesAt a department meeting, per Durman’s letter. Chatbots suggested, internal AI tools in development.
- 24 AugTwo-page letter to the Office of Equal OpportunityRequest under Title VII, drafted with the American Humanist Association. “Using AI or LLM tools is not an essential function of my position.”
- Mid-SepOne meetingDurman and the AHA’s staff attorney meet university officials. “A very collegial meeting.”
- 25 SepApproved“No undue burden on his department,” per the AHA. No lawsuit, no court, no precedent.
- 26 to 29 OctMade publicAHA, Religion News Service, then TechCrunch.
Excused
- Personal use of AI or LLM tools to complete his own tasks
- AI note-taking: he takes and shares his own notes
Still expected
- Taking part in meetings that use AI
- Submitting materials through systems that use AI
- Same duties; colleagues keep using AI
- May be reviewed “as technology and job responsibilities evolve”
“David is excused from personal use of AI to complete his tasks.”University approval letter, as quoted by Religion News Service. The letter itself is not public.
Sources: Durman letter, 24 Aug 2026; AHA press release, 26 Oct 2026; RNS, 26 Oct 2026 (quotes the approval letter); TechCrunch, 29 Oct 2026 (university statement). Timeline and layout: Thorsten Meyer.
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The Accommodation’s Workplace Reach
The case illustrates how US workplace religious-accommodation law may apply when an employee objects to an AI-related work rule. Under Title VII of the Civil Rights Act, covered employers generally must reasonably accommodate sincerely held religious beliefs that conflict with work requirements, unless doing so would create an undue hardship. The law’s definition of religion can include certain non-theistic beliefs; belief in a god is not required.
That does not give employees a general right to refuse any technology they dislike. A request is evaluated in relation to the employee’s beliefs, job duties and the employer’s operations. The university said Durman could continue performing his position’s essential functions without personally using the tools. A worker whose core duties depend on AI could face a different assessment, depending on the facts and possible alternatives.
The decision may be relevant to employers introducing AI assistants for tasks such as meeting transcription, drafting and document summaries. It shows one employer accommodated an individual request while continuing broader AI deployment, but it does not establish how another employer—or a court—would handle a similar request.
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How the Kentucky Request Developed
Durman’s letter says AI note-taking was promoted at a department meeting on July 31, 2026, including Microsoft Teams Copilot. It also referred to suggested use of commercial tools such as ChatGPT, Claude and Gemini, along with internal AI systems in development. On August 24, he wrote to the university’s equal-opportunity office with assistance from the American Humanist Association.
After a meeting in mid-September, the office approved his request on September 25. The association, Religion News Service and TechCrunch reported the case publicly between October 26 and 29. Microsoft has described the university as having achieved “100 percent deployment” of Microsoft 365 Copilot, with access for more than 70,000 students and employees. That figure is Microsoft’s characterization of deployment and access, not evidence that every person uses the system.
The legal standard comes from Title VII and federal regulations recognizing that religious beliefs may include moral or ethical beliefs about right and wrong held with the strength of traditional religious views. In Groff v. DeJoy in 2023, the Supreme Court said an employer claiming undue hardship must show “substantial increased costs in relation to the conduct of its particular business.” The case does not mean every objection qualifies: personal preference or political views alone are not covered as religious beliefs.
Business Insider reported in June 2026 that Erin Maus, a Unitarian Universalist software engineer in North Carolina, received an exemption from AI use in May. The American Humanist Association describes Durman as the first Humanist to receive such an accommodation; that is the organization’s claim, not a finding established by a court.
““I believe that our capacity to think and reason for ourselves is worth protecting.””
— David Durman, in a statement cited by the American Humanist Association
Limits Still Depend on Job Duties
The public information does not establish how the university would handle every AI-related task, or whether Durman’s accommodation will change if his duties or the tools change. The approval letter, as described by Religion News Service, leaves room for participation in meetings using AI and the use of systems that contain AI; the exact practical boundaries may depend on particular assignments.
There has been no lawsuit or court ruling in this case, so a judge has not tested the university’s decision or set a binding rule for other employers. It is also unclear how frequently employers will grant similar requests, or what accommodations would be workable in roles where AI use is closely tied to essential job functions. The American Humanist Association’s description of Durman as the first Humanist to receive an exemption is the group’s claim.
Review as Duties and Tools Change
The university’s stated position is that accommodations may be reviewed as jobs change. That means later changes to Durman’s responsibilities or workplace systems could prompt a fresh discussion, though no specific review date or planned reassessment has been reported.
Employees considering a similar request would need to explain the conflict between their sincerely held beliefs and a work requirement, while employers would assess possible accommodations against job duties and business needs. Whether a particular request qualifies is fact-specific. The Kentucky decision itself does not settle that question for other workplaces, and further court cases or agency guidance could clarify how such disputes are handled.
Key Questions
Did the University of Kentucky ban AI for the employee?
No. The university approved an accommodation excusing David Durman from personally using AI. The reported terms may still require him to take part in meetings where AI is used or submit materials through systems that use it.
Can a nonreligious person request a religious accommodation?
US employment law can recognize sincerely held non-theistic beliefs, including some Humanist beliefs, as religious for accommodation purposes. A person’s belief and the workplace conflict must be evaluated under the law; a preference or political view alone does not automatically qualify.
Does this decision create a legal precedent?
No. The university approved an individual request; there was no lawsuit or court ruling. The decision does not require other employers to grant the same accommodation.
Can an employer refuse an AI-related religious accommodation?
An employer may deny a request if it cannot provide a reasonable accommodation without undue hardship under the applicable legal standard. Whether that applies depends on the employee’s duties, the employer’s operations and possible alternatives.
Source: ThorstenMeyerAI.com
