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In its current form (as of 2013), 42 U.S.C. 2000e(j) forbids discrimination on the basis of religion, including "all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate to an employee's or prospective employee's religious observance or practice without undue hardship on the conduct of the employer's business."
But the EEOC's guidance may do little to sort the legal boundaries for religious accommodation requests being testing in courtrooms across the country.
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A reasonable accommodation is an adjustment made in a system to accommodate or make fair the same system for an individual based on a proven need. That need can vary. Accommodations can be religious, physical, mental or emotional, academic, or employment-related, and law often mandates them. Each country has its own system of reasonable ...
An Act To Create The "protecting Freedom Of Conscience From Government Discrimination Act"; To Provide Certain Protections Regarding A Sincerely Held Religious Belief Or Moral Conviction For Persons, Religious Organizations And Private Associations; To Define A Discriminatory Action For Purposes Of This Act; To Provide That A Person May Assert A Violation Of This Act As A Claim Against The ...
DeJoy, 600 U.S. 447 (2023), was a United States Supreme Court case regarding religious liberty and employment accommodations under Title VII of the Civil Rights Act of 1964. Prior, Trans World Airlines, Inc. v. Hardison (1977) had established that an employer could deny an employee religious exemptions from work if they could show " undue ...