pposing discrimination based on religion. An individual may not be supressed by the employer for partcipating in any proceedings, investigation or litigation under Title VII. An employer should let an employee to participate in any Religious Expressions, unless the religious expressioncauses any undue hardship on the organization. An employer can not force an employee to participate or not participate in any religIn any case employers do not have the Right to Discriminate against their employees on the basis of their religion. Federal law prohibits such practices of Discrimination based on religion and any aspect related to employment, from hiring to firing and anything in between.

The Law also requires the employer to accept the religious practices of an existing employee or a prospective employee. Unless hiring the employee would cause a severe hardship on the organization, the employer can not restrict a person’s admission on the basis of religion. An employer can not inquire about an existing or prospective employee about his/her religious preferences, maintaining a restrictive dress code, or observing a religious holiday, unless the employer can prove that by doing so the organization bears undue hardship.

An employer can claim undue hardship only when admitting an applicant and allowing his/her religious practices costs more than the ordinary administrative costs.

Title VII of the Civil rights Act of 1964, keeps a check on discrimination of employees on the basis religion, national origin, cast or race. The main cause of the enactment of this Law was to eliminate discrimination against Africans Americans The employer should take care to protect employee against Discrimination based on Religion. An employer can also decrease the chances of discriminatory practices occurring in the organization by implementing an anti-harassment policy and have an active process for registering complaints, investigating, reporting and keeping a check on such acts. It is also unlawful to retaliate against a person for taking actions or opposing discrimination based on religion. An individual may not be supressed by the employer for partcipating in any proceedings, investigation or litigation under Title VII. An employer should let an employee to participate in any Religious Expressions, unless the religious expressioncauses any undue hardship on the organization. An employer can not force an employee to participate or not participate in any religi

ss hiring the employee would cause a severe hardship on the organization, the employer can not restrict a person’s admission on the basis of religion. An employer can not inquire about an existing or prospective employee about his/her religious preferences, maintaining a restrictive dress code, or observing a religious holiday, unless the employer can prove that by doing so the organization bears undue hardship.

An employer can claim undue hardship only when admitting an applicant and allowing his/her religious practices costs more than the ordinary administrative costs.

Title VII of the Civil rights Act of 1964, keeps a check on discrimination of employees on the basis religion, national origin, cast or race. The main cause of the enactment of this Law was to eliminate discrimination against Africans Americans The employer should take care to protect employee against Discrimination based on Religion. An employer can also decrease the chances of discriminatory practices occurring in the organization by implementing an anti-harassment policy and have an active process for registering complaints, investigating, reporting and keeping a check on such acts. It is also unlawful to retaliate against a person for taking actions or opposing discrimination based on religion. An individual may not be supressed by the employer for partcipating in any proceedings, investigation or litigation under Title VII. An employer should let an employee to participate in any Religious Expressions, unless the religious expressioncauses any undue hardship on the organization. An employer can not force an employee to participate or not participate in any relig

employer can claim undue hardship only when admitting an applicant and allowing his/her religious practices costs more than the ordinary administrative costs.

Title VII of the Civil rights Act of 1964, keeps a check on discrimination of employees on the basis religion, national origin, cast or race. The main cause of the enactment of this Law was to eliminate discrimination against Africans Americans The employer should take care to protect employee against Discrimination based on Religion. An employer can also decrease the chances of discriminatory practices occurring in the organization by implementing an anti-harassment policy and have an active process for registering complaints, investigating, reporting and keeping a check on such acts. It is also unlawful to retaliate against a person for taking actions or opposing discrimination based on religion. An individual may not be supressed by the employer for partcipating in any proceedings, investigation or litigation under Title VII. An employer should let an employee to participate in any Religious Expressions, unless the religious expressioncauses any undue hardship on the organization. An employer can not force an employee to participate or not participate in any relig

ployer should take care to protect employee against Discrimination based on Religion. An employer can also decrease the chances of discriminatory practices occurring in the organization by implementing an anti-harassment policy and have an active process for registering complaints, investigating, reporting and keeping a check on such acts. It is also unlawful to retaliate against a person for taking actions or opposing discrimination based on religion. An individual may not be supressed by the employer for partcipating in any proceedings, investigation or litigation under Title VII. An employer should let an employee to participate in any Religious Expressions, unless the religious expressioncauses any undue hardship on the organization. An employer can not force an employee to participate or not participate in any religpposing discrimination based on religion. An individual may not be supressed by the employer for partcipating in any proceedings, investigation or litigation under Title VII. An employer should let an employee to participate in any Religious Expressions, unless the religious expressioncauses any undue hardship on the organization. An employer can not force an employee to participate or not participate in any religious activity, as a condition of employement. Statistics show, in the Fiscal year 2006, EEOC received 2,541 charges related to discrimination on the basis of one’s religion. EEOC resolved 2,387 cases and recoverd $5.7 million in monetory benefits for charging parties and other agreived individuals.