The U.S. workplace is becoming increasingly prone to religious
expression. More workers (and owners and managers) are expressing
their religious views at or in connection with their work. The
reasons are many and varied (and rather debatable). For example, we
spend more time at work; the workplace has become more central to
our lives and in many instances invaded our homes; and electronic
systems and other communication tools have become prevalent and
expanded our reach and experience.
The growing presence of religion in the workplace has raised a
number of legal questions for employers. Employers wonder whether
and to what extent the presence of religion is appropriate and
lawful, how and whether they must accommodate employees with
differing (and perhaps even extreme) religious beliefs, and what
changes in workplace policies and procedures are necessary. The
answers to these questions lie in decades-old legislation and a
growing body of court decisions interpreting and applying that
Title VII of the Civil Rights Act of 1964 prohibits
discrimination in employment on the basis of a person's religion
and requires employers to "reasonably accommodate" employees'
religious beliefs. These protections mirror and expand on the basic
religious freedoms guaranteed...
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