Title VII of the Civil Rights Act of 19641 prohibits discrimination based on religion and puts an affirmative obligation on an employer to accommodate employees’ religious practices. Issues involving religion arise in many employment contexts, including decisions about hiring, discipline, promotions, and discharge. Often decisions about these issues are informed by the obligation to consider whether special attention needs to be paid to an employee’s religious belief.
What Is “Religion”? -
Title VII broadly defines “religion” to include “all aspects of religious observance and practice, as well as belief.” The Supreme Court offers the guidance that a religious belief is “a given belief that is sincere and meaningful [and] occupies a place in the life of its possessor parallel to that filled by the orthodox belief in God of one who clearly qualifies for an exemption”. United States v. Seeger, 380 U.S. 163, 165 (1965). The EEOC defines “religious practices” as “moral or ethical beliefs as to what is right and wrong, which are sincerely held with the strength of traditional religious views” and also notes that “although courts generally resolve doubts about particular beliefs in favor of finding that they are religious, beliefs are not protected merely because they are strongly held. Rather, religion typically concerns ultimate ideas about life, purpose and death” 29 C.F.R. §1605.1.
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