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Accommodating religious beliefs in the workplace

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With respect to religion, Title VII prohibits: The following questions and answers were adapted from EEOCs Compliance Manual Section on Religious Discrimination, available at https://gov/policy/docs/religion.html, which contains more detailed guidance, legal citations, case examples, and best practices. Title VII protects all aspects of religious observance and practice as well as belief and defines religion very broadly for purposes of determining what the law covers.It is designed to be a practical resource for employers, employees, practitioners, and EEOC enforcement staff on Title VIIs prohibition against religious discrimination, and provides guidance on how to balance the needs of individuals in a diverse religious climate. For purposes of Title VII, religion includes not only traditional, organized religions such as Christianity, Judaism, Islam, Hinduism, and Buddhism, but also religious beliefs that are new, uncommon, not part of a formal church or sect, only subscribed to by a small number of people, or that seem illogical or unreasonable to others.: Under Title VII, religious organizations are permitted to give employment preference to members of their own religion.The exception applies only to those institutions whose purpose and character are primarily religious.Factors to consider that would indicate whether an entity is religious include: whether its articles of incorporation state a religious purpose; whether its day-to-day operations are religious (e.g., are the services the entity performs, the product it produces, or the educational curriculum it provides directed toward propagation of the religion?); whether it is not-for-profit; and whether it affiliated with, or supported by, a church or other religious organization.

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This standard is highly fact-specific in each employment relationship.Specifically, employers are prohibited from discriminating against potential or current employees on certain grounds, including race, national or ethnic origin, religion, age, sex, sexual orientation, marital status, family status, and disability.Implied in the prohibition against discrimination is a positive duty on the part of the employer to accommodate their employees' needs for reasons associated with recognized discriminatory grounds, which is known more simply as the duty to accommodate.This exception is not limited to religious activities of the organization.However, it only allows religious organizations to prefer to employ individuals who share their religion.However, other requests which may detrimentally impact the operations of the employer's business, or bring competing rights into play may be more difficult to implement.